Based on Research
To form the HEP framework the following research domains have been linked: Culture, Organising, Competence, Learning, and Motivation.
All these domains need to be considered to have the holistic perspective of competence.
Organisation culture impacts how people are able to use their competence. Culture has an impact on our behaviour and how interact with each other. People also form an identity in certain groups based on profession, industry, nation, etc.
The main aspects of organizational culture that are interlaced in the framework are:
Organising is about how work is structured and decisions are made. It involves human resource management and division of tasks. Several aspects like responsibility, authority, and roles, play an important part. Of all the different aspects of organizing, our research states that the following elements have a significant impact on how people will use their competence:
Traditionally, competence has been considered as being static. Our research helps us show that it is actually dynamic. Competence is based on knowledge and skill, so it depends on the context of people and their specific work. The following aspects are interconnected, but should be managed and followed independently:
Learning makes competence dynamic and helps people to digest information differently. There are three different levels of learning, each linked to one another; individual, group, and organisation. The framework combines different theoretical findings and provides a measurement for people’s:
Motivational theories suggest that there is a connection between people performance and drive power. Motivation is one of the most crucial aspects to take into consideration when managing competence. It allows people to develop competences, be creative, set goals, grow interests, experiment, develop talents, boost engagement and to be resilient.
Some of the competence characteristics that are directly related to motivation are: