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Competency Model

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Submitted By shahkhan
Words 5611
Pages 23
PROPOSAL FOR Ph.D. THESIS

Area of Study

MANAGEMENT IN THE LOCAL GOVERNMENT

Proposed Title:

FACTORS RELATED WITH THE IMPLEMENTATION OF MAINTAINING AND DEVELOPING COMPETENCIES IN THE MANAGEMENT OF HUMAN CAPITAL IN NEWLY ELECTED OFFICIALS IN LOCAL AUTHORITIES IN GREATER LONDON

1. Introduction:

A new term for managing employment is Human Resource (HR) has gained rapid and widespread acceptance in worldwide. But still there is some ambiguity remains in between HR and traditional Personnel management. HRM’s main principle is “our human resources are our most important asset”. Others emphasize that it is all about matching employment practices to an organization’s strategy. Since the mid- 1980s, HRM has become very popular in the UK- in job titles, in conference programmes, in business courses in universities and colleges, and in the titles of lecturer posts, although the field of HRM is still in the process of forming (Hendry C., 1995). HRM is the role within an organization that spotlights on staffing of, management of, and given that direction for the people who occupied in the organization.

The United States appears to be strewn with evidence of managerial failure. Whole industries – autos, steel, consumer electronics and others – have decreased victim to more aggressive, more efficient overseas competitors. The American economy is afflicted with stagnating productivity, high unemployment and the debilitating combination of surging inflation and high interest rates. The average age of the nation’s plant and equipment is about 20 years, twice as old as Japan’s. The rate of investment in research and development, the rate of new capital investment and the value of the dollar are all sliding with tangible consequences: a declining standard of living, more inflation and too few jobs (The New

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