requirements' specifications for staffing in a network organization

The idea of a learning organization has become accepted as a generic concept and has grown into being a well-defined management domain (Senge 1994). The term learning organization has almost become a cliché. In this article, we try to provide concrete and specific an example of an application developed within a network based staffing firm. The idea of promoting generic competences and have those better described in CVs (Curriculum Vitae) and in requirement specifications were designed and tested in an earlier project for the Swedish Defence. (Agrell 2006) Feed-back from the contracting firm prompted us to engage in a much more thorough theoretical investigation. We have identified the following steps as necessary ones in the organization of staffing operations: o negotiate with international partners about the Swedish styles of leadership and organization, o match individual competences with described leadership styles, o model pre-requisite specifications for troop and personnel and express the requirements in adapted formats throughout the staffing process, o reach an adequate balance between immediately operational abilities and those to learn and/or adapt, o identify and recruit those who have potential to acquire abilities and attitudes in due time. The experience we have gained in the for specifying the types of factors to consider for staffing in a networked organization.