Hvilket disponeringssystem er velegnet til strategisk kompetencestyring?

Abstract

In this master thesis the Danish and Norwegian military has been compared with regards to the personal management systems. The specific question raised was: “Which personal management system is best suited for managing strategic competences?” The focus of this paper has been the lines of communication in the personal management systems to see whether they are capable of communicating the knowledge of the personal managers situated in the central human resource departments to the rest of the organisation. If this is the case it might indicate a good strategic competence guidance as well as acceptance and implementation of the personal policies. Both systems have advantages and disadvantages. The Norwegian system seems to have less formal lines of communication between the personal and the managers than the Danish system. However, in contrast to the Danish military the Norwegian military has an application system that contains independent control systems. This seems to give a perceived fairness thus helping with the implementation of the policies. Furthermore it seems like the knowledge that lies within the Danish central human resource department is shared in the organisation to a larger extend than in the Norwegian system. An advantage in the Norwegian system seems to be the free choice for the personal when they apply for a desired job from the published job vacancies list. Neither of the systems seems to have a complete description of the policies nor procedures to implement the policies.