对于胜任力感到迷惑一份胜任力模型的进化和应用评估毕业论文外文翻译Word文档下载推荐.docx
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对于胜任力感到迷惑一份胜任力模型的进化和应用评估毕业论文外文翻译Word文档下载推荐.docx
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HelenaD.Cooper-Thomas
DepartmentofPsychology,UniversityofAuckland
KeithN.Allpress
CentranumLtd.,Auckland
Overthelasttenyearstherehasbeenaworld-wideexpansionintheuseofcompetencymodelsasamajorunderpinningofHumanResources(HR)strategy.Theuseofthecompetencyapproachispromotedbyconsultantsandsoftwarevendorsonthebasisthatthiswillimprovebothindividualjobperformanceandorganizationaleffectiveness.Yetthereisasubstantial,andlargelyunquestioned,gapbetweenthemanyclaimsandtheactualbenefitsmeasurablydeliveredbycompetencyinitiatives.IndustrialandOrganizational(I/O)Psychologistsareofteninvolvedindevelopingandimplementingcompetencymodels,yetthereislittleresearchvalidatingtheapproach.Asscientist-practitioners,weshouldbeconcernedaboutthis.
Thisarticlewillreviewthetheoreticalperspectivesthathaveinformedthecompetencymovement,reviewourexperienceoftheuseofcompetencymodelsinNewZealand,andcriticallyexaminetheassumptionsthatunderpintheiruse.Theresearchthatexistsisreviewedwithparticularreferencetotheoutcomemeasuresusedtosubstantiatethevalueofcompetencymodels.FinallyweidentifyvariousresearchareasandquestionsthatshouldclearlybeinvestigatedbyI/Opsychologistsiftheyaretobeinvolvedinthepromotion,developmentandimplementationofcompetencymodelsinanorganizationalsetting.
Whatisacompetency?
Threemainapproaches
Thenumerouspublisheddefinitionscanbegroupedintothreedistinctapproaches:
educationalstandards,behavioralrepertoires,andorganizationalcompetencies.
1.TheEducationalApproach(Thedevelopmentofskills,achievementofstandards,awardofcredentials)
Themodemcompetencymovementoriginatedfromtheeducationaldiscipline.IntheUS'
competencies'
werebasedonfunctionalroleanalysisanddescribedeitherroleoutcomes,orknowledge,skillsandattitudes,orboth,requiredforroleperformance,andassessedbyacriterion,usuallyabehaviouralstandard.IntheUK,industrybodiesespeciallythoserequiringtradesandtechnicalskills,developedstandardsofoccupationalcompetencebasedonexpectedworkoutcomes(Fletcher,1992).A'
competence'
wasdefinednarrowlyasanaction,behaviouroroutcometobedemonstrated,oraminimumstandard,withdifferentlevelsofmasterydefinedbydifferentstatements(Bourkeetal.,1975,Elam,1971).
2.ThePsychologicalApproach-(Behaviouralrepertoires)
In1973DavidMcClelland,workingintheeducationalfieldintheUS,wroteapapersuggestingthatpersonalcompetencies,whichhedefinedasmotivesandpersonalitytraits,areabettermeansofpredictingoccupationalsuccessthantraditionalpsychometricssuchasIQandaptitudetests.
McClelland'
sworkwastobeenormouslyinfluential.Ofparticularinterestwastheideathatthefactorsorinputsassociatedwithindividualsuccesscouldbeidentified,andthentaughttoothers.McClellandandBoyatzis(1980)developedamethodologyforidentifyingcompetencies,basedontheskilledbehaviouralrepertoiresofrecognisedstarperformerswithinparticularorganisations.Theydefinedcompetenciesas"
agenericbodyofknowledge,motives,traits,selfimagesandsocialrolesandskillsthatarecausallyrelatedtosuperiororeffectiveperformanceinthejob."
(p.369,italicsadded).
3.TheBusinessApproach(Organisationalcompetenciesforcompetitiveadvantage)
Theconceptofcompetencieswastakenupbybusinessstrategistsinthelate1980s.HamelandPrahalad(1989)advancedtheideaof"
CoreCompetencies"
and"
Capabilities"
.Theirdefinitionofcorecompetenciesasthe"
collectivelearning"
oftheorganizationhasbeenmuchcited,andcontributestothecurrentinterestin"
competencies"
(Shipmannetal.,2000).ThusSparrow(1995)suggeststhatpractitionersshouldaimatdefining"
higherlevel"
futureorientedorganisationalcompetencies.
WhatarethepotentialbenefitsoftheCompetencyapproach?
Performancebenefitsarepromisedbythevariousdefinitionswhichincludethecausalorinstrumentalrelationshipofcompetenciesandjobperformance(Boyatzis1982)andcompetenciesandorganisationalperformance.(Organ,1988;
Hamel&
Prahalad,1989).
Inaddition,Sparrow(1995)hasobservedthatthecompetencyliteratureincludesahugerangeofclaimedbenefitsspecifictoHRprocessesinorganisations.Insummary,theseare:
•improvedrecruitmentandselectionpracticesthroughafocusonrequiredcompetencies;
•improvedindividual,organisationalandcareerdevelopmentprogrammes;
•improvedperformancemanagementprocessesduetoimprovedassessment;
andlastly
•improvedcommunicationonstrategicandHRissuesthroughacommonlanguage.
Whatisacompetencymodel?
Organizationsadoptingacompetencyapproachmustcreateorutilizeacompetencymodel,atminimumasimplelistorcatalogue,specifyingdesirablecompetencies.ThestructureofthismodelmustsupporttheuseofcompetenciesacrosstheselectedHRfunctions.
Modelsdesignedforselectionandeducationalpurposesusuallydescribetechnicalcompetenciesintermsoftheirantecedentskillsandknowledge,atadetailedlevel.Thosedesignedtopromulgatebehaviouralrepertoiresandcitizenshipbehavioursororganizationalcompetenciestypicallydescribecompetenciesatamuchhigherlevel.Regardlessofapproach,acompetencymodelshouldprovideanoperationaldefinitionforeachcompetencyandsubcompetency,togetherwithmeasurableorobservableperformanceindicatorsorstandardsagainstwhichtoevaluateindividuals.
HowdocompetencieslinktootherconstructsusedinI/OPsychology?
AspointedoutbyShippmannetal.(2000)competencymodellingisahugetrendinHR.Whilejobanalysisfocusesmainlyattheindividuallevel,examiningthespecificknowledge,skills,abilitiesandotherattributesrequiredforindividualjobperformance,muchcompetencymodellingrepresentsanattempttoidentifydimensionsofperformanceapplicabletomanydifferentrolesandsituations.RelevanttothisistheextensiveliteratureinI/Opsychologyrepresentingmanydecadesofresearchintofactorsassociatedwithbothjobperformanceandorganizationaleffectiveness.
O’ReillyandChatman(1986)suggestedthattwodistinctvariablesrelatetojobperformance;
firstlythein-rolebehavioursrequiredinthejob,andsecondlyprosocialbehaviourswhicharenotspecificallyprescribedinaparticularrole.BriefandMotowidio(1986)identified13aspectsofprosocialorganisationalbehaviour(POB)definedasbehavioursaimedatpromotingthewelfareofotherindividualsorgroupswithintheorganisation.Prosocialbehaviourishypothesisedtoimprovecommunications,jobandcustomersatisfaction,andthereforeorganizationaleffectiveness.Aspectsofbothin-roleandprosocialbehavioursmaybeincludedwithincompetencymodels.OrganisationalCitizenshipBehaviour(OCB)isasimilarconstructwhichhasspawnedaconsiderableliterature.Organ(1988)definedOCBsasindividualbehaviours,beyondthatrequiredintheroleorjobdescription,which,intheaggregate,contributetoorganizationaleffectiveness.
SimilartoO’ReillyandChatman'
smodel(1986),Motowidioetal.(1997)haveidentifiedtwoelementsofoveralljobperformance;
taskperformance,andcontextualperformance.Thelatterisessentiallythesocialisation,applicationandeffortrequiredtofacilitatetaskperformance,andisequivalenttoOCB(Organ,1997).Motowidioetal.suggestthattheactivitiesinvolvedintaskperformancearemostlikelytovarybetweenroles,whilethoseinvolvedincontextualperformanceareoftensimilar.Further,theyproposethattheantecedentsorpredictorsoftaskperformancearemorelikelytoinvolvecognitiveability,whilepersonalityismorelikelytoaffectcontextualperformance.Taskperformanceincludestheapplicationoftechnicalandtaskknowledge,andtaskhabits,definedascharacteristicresponsestotasksituations(Bormanetal2001).Contextualperformanceincludesbehavioursandtraitssuchaspersistenceandeffort,volunteering,helpingandcooperation,loyalty,policyandproceduralcompliance,endorsementandpromotionoforganisationalobjectives,initiativeandselfdevelopment(Borman&
Motowidio1997).Themanygenericcompetencymodelsandcataloguesemphasiseaspectsofcontextualratherthantaskperformance.
Personalityhasalsobeenrelatedtojobperformance.TheFiveFactorModelofPersonalityincludesamultidimensionalfactorofConscientiousness,whichdescribesaspectsofeffortandapplication(Anastasi1997).Thisfactorhasbeenfoundtocorrelatewithcontextualperformance,particularlyintheaspectofJob-TaskConscientiousness,withoverallperformanceacrossawiderangeofjobs,(TettandBurnett2003),andwithcareeradvancement(Viswesvaran&
Ones2000).Thisraisesthequestionofwhetherinvestmentinextensivecompetencymodels,addressingprimarilycontextualperformance,providesanyincrementalutility.
Theliteratureonorganizationalcommitmentdistinguishesbetweenthreetypesofcommitment,attitudinalcommitment;
beliefintheorganisation,instrumentalcommitment,givenonthebasisofperceivedcostsandbenefits,andnormativecommitment,theresultofsocialisationprocedures.(Mathieu&
Zajac,1990).Thisisrelevanttotheuseofcompetencymodelstopromoteandrewardbehaviourswhichexemplifydesiredorganisationalvaluesandcorecompetencies.
Perceivedorganizationalsupport(POS)istheextenttowhichemployeesbelievethattheyarevaluedbytheorganisation.Itisrela
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- 对于胜任力感到迷惑一份胜任力模型的进化和应用评估 毕业论文外文翻译 对于 胜任 感到 迷惑 一份 模型 进化 应用 评估 毕业论文 外文 翻译