To attract, retain and develop competence has become increasingly important for organizations, as well as the capability to evolve areas of core competence for long-term competitiveness. This paper aims to contribute to an understanding of knowledge and competence as organizational resources, and to propose ways of designing effective KM strategies. A main assumption is that knowledge is becomi...

Industrial Revolution 4.0 has created rapid changes and challenges within all areas of the human life. The lead to new requirements for labour force. This, in turn, requires universities’ students become Graduates 4.0. To meet requirements, universities have transform into University their lecturers - university key staff need be developed digital competence. This paper analyzes essential compo...

I start with the premise that any social robot must have moral competence. I offer a framework for what moral competence is and sketch the prospects for it to be developed in artificial agents. After considering three proposals for requirements of “moral agency” I propose instead to examine moral competence as a broader set of capacities. I posit that human moral competence consists of five com...

The paper at hand presents a new competence focused management approach which is called competence based business development (CbBD). CbBD should support organizations of all kinds in the effective identification, measurement, combination and integration of organizational competences, which can be seen as a bundle of human competencies, tools and material. The creation of new business fields, p...

The present state of research on competence management does not provide any suitable model that can be used in practice. Neither results from organizational nor from cognitive and social sciences meet the requirements for an application-oriented competence management completely as yet. An integrative competence management must be able to synchronise individual with organisational competencies. ...