The Role of Smart Specializations in Shaping Employee Competencies and Development Practices: Evidence from the Podkarpackie Region
Purpose: The aim of this study is to examine whether the representation of smart specializations by enterprises in the Podkarpackie region differentiates the assessment of employee competencies, development practices, support mechanisms, and barriers to investing in competence development. Design/Methodology/Approach: The analysis is based on survey research conducted among employers (n=383) and is focused on selected dimensions of employee qualifications, including specialized, analytical, digital, social, organizational, green, and formal competencies, as well as the organizational context of employee development. The study also considers the character of development activities undertaken in organizations, the availability of competence development opportunities, and organizational support for employee growth. The statistical analyses were conducted using SPSS Statistic software. Non-parametric methods were applied due to the nature of the data and the potential violation of assumptions required for parametric tests, such as normality of distribution and homogeneity of variance. Findings: The concept of smart specialization plays an increasingly important role in regional development policy, linking innovation, competitiveness, and human capital development. This study examines whether enterprises representing the smart specializations of the Podkarpackie region differ from other firms in their assessment of employee competencies, development practices, support mechanisms, and barriers to competence development. The results indicate that the relationship with regional smart specializations differentiates only selected aspects of competence assessment and development. Enterprises representing smart specializations report stronger emphasis on specialized competencies and more strategic approaches to employee development, particularly in relation to career paths, transformation processes, and the identification of development needs. At the same time, differences in digital, organizational, and most social competencies are limited, suggesting that these skills have become universal requirements across sectors. The findings imply that smart specializations influence human capital development selectively rather than comprehensively. Practical Implications: The study contributes to the discussion on the relationship between regional innovation policy and workforce development and provides implications for regional authorities, higher education institutions, and employers. Originality/Value: The literature analysis indicates a lack of studies combining the topics of smart specializations and competencies. The considerations presented in this paper fill this literature gap.