Open research questions in Competency Development and Evaluation

What the literature leaves open

• While Crew Resource Management (CRM) training addresses selected non-technical skills, it is insufficient as a standalone solution due to its standardized and procedural nature.

  Integration of managerial training systems into the development path of aircraft commanders as a factor enhancing flight safety · 2026 · DOI

• Future research is recommended to involve multiple research sites and conduct a more detailed analysis of objectivity across certification stages to provide a more comprehensive perspective. First this research is limited to a single LSP-P1 institution; therefore, variations may exist in other LSP-P1 contexts.

  The Strategic Role of Competency Assessors in Ensuring Objectivity in Competency Certification: A Case Study of LSP-P1 of Sahid Polytechnic, Indonesia · 2026 · DOI

• Consequently, future research should focus on empir- ically verifying the proposed managerial competency classification, particularly by identifying gaps between current and desired competency profiles of manageri- al staff, as well as on standardizing operationalization and measurement methods for competencies.

  Managerial competencies in management theory – a literature synthesis and a classification proposal · 2026 · DOI

• The study has a few limitations that should be kept in mind. First, the non-probabilistic sample, limited to professionals in Romania, may reduce the degree of generalisation of the results. Second, the measurement of applied logistics skills was based exclusively on self- assessment, introducing a potential subjective bias in the absence of objective operational indicators. Furthermore, the cross-sectional design captures the relationships between constructs at a single point in time, without allowing for the analysis of skill evolution over time. The model does not include certain contextual factors - such as organisational culture, digital maturity, or the specifics of the logistics subsector - that may influence the identified relationships. Future research directions should aim to expand the sample internationally to facilitate cross- cultural comparisons and test the robustness of the model. The integration of objective indicators of applied logistics competencies (e.g., delivery accuracy, operational costs, compliance) would improve methodological rigour and reduce the subjectivity of self- Vol. 28 • No. 71 • February 2026 137 AE The Impact of Business and Management Skills on Applied Logistics Skills. A PLS-SEM Approach in Accordance with ELAQF assessments. A longitudinal design would allow for analysis of skill evolution after training programs or organisational changes. At the same time, the inclusion of moderating or mediating variables - such as the level of digitisation or process sustainability - could provide a more nuanced perspective on the relationships between human capital skills and applied logistics skills. In general, these directions can strengthen the proposed model and contribute to the development of a more comprehensive conceptual framework, appropriate for a sector of logistics that is under rapid change.

  The Impact of Business and Management Skills on Applied Logistics Skills. A PLS-SEM Approach in Accordance with ELAQF · 2026 · DOI

• Buyani Nkabinde (a)* Phumlani Dlamikile (b) (a,b) Durban University of Technology, Department of Public Management, Law and Economics, Pietermaritzburg, South Africa A R T I C L E I N F O A B S T R A C T Article history: Received 10 January 2026 Received in rev. form 08 March 2026 Accepted 21 March 2026 Keywords: Performance Management, Strategic Implementation, DUT Envision 2030, Higher Education, Staff Retention JEL Classification: I23, M12, I28 Strategic implementation necessitates efficient change and performance management, as performance assessment typically relies on the execution of strategic objectives to establish key performance areas, which workers subsequently utilize to create customized key performance indicators. Consequently, higher education institutions are progressively dependent on performance management to attain institutional and strategic goals and results. The Durban University of Technology (DUT) has formulated the Envision 2030 strategy to promote research and development, innovation and entrepreneurship, collaboration and partnership, and enhance student access and success, while embracing digital transformation and technology, in alignment with the National Development Plan. Performance management is essential for converting strategic objectives into practical goals and improving performance in both education and research. This research seeks to examine the use of performance management as a mechanism for strategic implementation in higher education institutions, specifically focusing on DUT and its related factors through a qualitative methodology. This necessitated an examination of literature, publications, national policies, and criteria for inclusion and exclusion to synthesize data. A theoretical review allowed the researcher to gain insights and synthesize information. The research indicates that performance management can align individuals and departments with the overarching organizational plan, exemplified by the DUT Envision 2030 initiative, which promotes accountability and employee growth. The DUT has integrated its Envision 2030 Living Values into the performance management process to promote accountability and ethical conduct while attaining its overarching institutional strategic objectives. Performance management is a crucial instrument for executing the Envision 2030 strategy, accomplished by linking strategic objectives with individual employee goals to foster engagement, responsibility, and overall organizational performance. This research enhances the existing knowledge base by emphasizing value-oriented resource management and personnel development in strategic execution through performance management. © 2026 by the authors. Licensee Bussecon International, Istanbul, Turkey. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution 4.0 International license (CC BY) (http://creativecommons.org/licenses/by/4.0/).

  Performance management as a mechanism for strategic implementation in higher education: DUT Envision 2030 perspective · 2026 · DOI

• The objective of the study was to establish the effect of organizational resources on the relationship between management competence and performance of county governments. Though the objective was met, there were some limitations that might have affected the study to some extent. The fact that the data collection was not at 100% on targeted population due to various reasons, the inclusion might have given more fine results. The researcher was self- sponsored hence the logistical challenges in organizing research assistants and travel to the 47 counties was challenging and took more time with delayed follow-ups hence the response rate may have been affected. In addition, some county officials were reluctant to respond due to the belief that the performance of the county may imply their own performance rating. However, the limitations mentioned did not affect the quality and integrity of the data obtained.

  Management Competence and the Performance of County Governments in Kenya: The Moderating Effect of Organizational Resources · 2026 · DOI

• https://www.ilo.org/publications/flagship-reports/worldemployment-and-social-outlook-trends-2024 2024. Inter-University Council for East Africa. (2025). 13th Academia Public-Private Partnership Forum: Addressing the skills mismatch between universities and employers. Africa Press. https://www.africa-press.net/rwanda/allnews/experts-urge-stronger-university-industry-synergies-to-tackleskills-mismatch. Johnstone, S. M., & Soares, L. (2014). Principles for developing competency-based education programs. Change: The Magazine of Higher Learning, 46(2), 12–19. https://doi.org/10.1080/00091383.2014.896705. Kepler. (2021). About us. Retrieved from https://www.kepler.org/about. Krathwohl, D. R. (2002). A revision of Bloom’s taxonomy: An overview. Theory into Practice, 41(4), 212–218. https://doi.org/10.1207/s15430421tip4104_2. Le, C., Wolfe, R. E., & Steinberg, A. (2014). The past and the promise: Today's competency education movement.

  Rethinking Educational Pedagogy to Bridge the Skills Gap: The Impact of Competency-Based Learning at Kepler College · 2026 · DOI

• Context Within the athletic training profession, Doctor of Athletic Training (DAT) programs are expected to develop advanced practice leaders; however, little is known about whether this is achieved.

  Perceptions of Leadership Competency Among Doctorate in Athletic Training Graduates · 2022 · DOI

• Conclusions Although academic employers' impressions toward hiring DAT-credentialed ATs were positive, the focus and role of the DAT degree remains unclear.

  Academic Employers' Impressions Regarding the Qualifications of Athletic Trainers With the Doctor of Athletic Training Degree · 2022 · DOI

• This study aims to provide a theoretical analysis of the applicability of competency-based Human Resource Management (HRM) approaches in the civil service with a view to enhancing and embedding the development of HRM in national systems, such as in the Hungarian civil service, where, despite its growing popularity, it has not been adequately addressed so far.

  Competency-based Human Resource Management in the Public Service from Educational Perspective · 2022 · DOI

• 14), which was insufficient to justify extensive curriculum differentiation for the latter group.

  Work-integrated learning (WIL) and universal employability global leadership skills: evidence for curriculum integration over functional specialization · 2025 · DOI

• A key driver of workplace cognitive competencies is metacognition which has been shown to impact performance among nurses, teachers and firefighters, however, it is scarcely studied among managerial employees.

  Linking Metacognition, Workplace Cognitive Competencies and Performance: An Integrative Review-Based Conceptual Framework · 2023 · DOI

• Board members in failing Funds react to their lack of success by setting higher goals than are warranted by their prior levels of per- formance.

  Adaptation of board members to repeated failure or success by their organization · 1969 · DOI

Most-cited papers in Competency Development and Evaluation

• Global leader development: an emerging research agenda · Career Development International · 2002 · 87 citations
• A VUCA-ready workforce: exploring employee competencies and learning and development implications · Personnel Review · 2023 · 74 citations
• Using job analysis to identify core and specific competencies: implications for selection and recruitment · Medical Education · 2008 · 65 citations
• Contradictions in the practices of training for and assessment of competency · Education + Training · 2008 · 60 citations
• Core Competence, Distinctive Competence, and Competitive Advantage: What Is the Difference? · Journal of Education for Business · 2007 · 51 citations
• Research Article: The Impact of an MBA Programme onManagerial Abilities · Journal of Management Development · 1989 · 50 citations
• Leadership Competencies for Construction Professionals as Identified by Construction Industry Executives · Journal of Construction Engineering and Management · 2020 · 45 citations
• An integrative framework for global leadership competency: levels and dimensions · Human Resource Development International · 2015 · 44 citations
• Measuring local competitiveness: comparing and integrating two methods PCA and AHP · Quality & Quantity · 2021 · 36 citations
• An “expert witness” perspective on performance appraisal in universities and colleges · Employee Relations · 2002 · 36 citations

Most recent work

• Rethinking Educational Pedagogy to Bridge the Skills Gap: The Impact of Competency-Based Learning at Kepler College · International Journal of Education and Emerging Practices · 2026
• Prioritizing Competencies of Nurses by a New Fuzzy Method: A Case Study on Hospital Emergency Wards · Health Technology Assessment in Action · 2026
• AI Competency Model for Aerospace Engineering Managers: A Multi-attribute Decision-making Approach · Space: Science & Technology · 2026
• Strategic Human Capital Development in Logistics: A Competency-Based Training Framework Using Fuzzy Best-Worst Method for Evidence-Based Workforce Planning · Human Resources Management and Services · 2026
• Management Competence and the Performance of County Governments in Kenya: The Moderating Effect of Organizational Resources · European Journal of Business and Strategic Management · 2026
• A managerial competencies model: base sports validation · Management Decision · 2026
• Impact of the Management Development Programme (MDP) on primary health care manager competencies and organisational Performance · medRxiv · 2026
• Performance management as a mechanism for strategic implementation in higher education: DUT Envision 2030 perspective · International Journal of Business Ecosystem & Strategy (2687-2293) · 2026
• Learning Capability Index (LCI): A Framework for Real-Time Adaptive Human Capability Measurement in Education · International Journal of Technology & Emerging Research · 2026
• Development of a Partnership-Based Managerial Competency Model for School Principals through Transformational Leadership · South Asian Journal of Social Sciences and Humanities · 2026

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