外文翻译胜任力模型备课讲稿Word文件下载.docx
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外文翻译胜任力模型备课讲稿Word文件下载.docx
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Keywords:
Competency,CompetencyModels,EmpiricalStudiesofCompetencyModels
Ithasbeenmorethan30yearssincecompetencymodelwasutilizedtohumanresourcemanagement.Inwesterncountries,competencymodelfirstdisplayeditseffectivenessingovernmentadministration,meanwhilemanymultinationalsandtheirbranchcompaniesappliedthecompetencymodeltotheirdailybusinessmanagementandtheirbusinesswasagreatsuccess.Asthenotionofcompetencyisgraduallycometolightandacceptedbypeopleallaroundtheworld,moreandmoreenterpriseshavebeentryingtobuildtheirowncompetencymodelunderthehelpofprofessionalconsultantfirms.Asaresult,competencymodelhasgraduallybeenaveryfashionablephraseinthefieldofmanagementandquiteafewenterprisesarethusbenefitedfromit.Inrecentyears,competencymodelhasbecomeahotspotintheChineseacademiaaswellasbig-,middle-andsmall-sizedenterprisesalike,manyrelevantwritingsandbookshavealsobeentranslatedandpublished.However,competencyandcompetencymodelarestillmysterioustomanyChinesescholars,businessmanagersaswellasgovernmentadministrators.
PurposeandSignificanceoftheStudy
Thepurposeofthestudyaimstomakeacriticalliteraturereviewofthecompetencymodel,clarifysomeconfusionrelatedtoitandexploreitsapplication.Thefollowingquestionsareemployedtoguidethisstudy:
Whatiscompetency?
Whatiscompetencymodel?
Whatarethetheoreticalandempiricalfindingsrelatedtocompetencymodel?
Thestudyillustrateshowwecouldtakeadvantageofcompetencymodelinourharmonioussocietybuilding.Ononehand,thestudywilldelineatecompetencyandcompetencymodelinordertoclarifyconfusionsrelatedtoitsinceitisstillstrangeandmysterioustomanyChinesemanagersandadministrators;
ontheotherhand,thestudywouldenrichChineseHRD&
HRMinthefieldofgovernmentadministrationandbusinessmanagementboththeoreticallyandempirically.
ResearchMethod
Thepresentstudyhasutilizedqualitativeanalysis,inductionanddeduction.Sincethisresearchisaliteraturereviewinsomesense,qualitativeanalysiswillbeanindispensableresearchmethod;
Inductionanddeductionareappliedtoboththeoreticalandempiricalstudies.
Inordertoenhancethecredibilityofpresentresearch,onlytheauthoritativepublicationsoncompetencymodelarereviewed,includingbooksandpaperswrittenbyforeignandChinesescholarsandHRDHRMpractitioners.Bysearchingforthekeywords"
competency"
"
competencymodel"
and"
competencymodelbuilding"
aswellas"
empiricalstudiesoncompetencymodels"
,booksandpaperswrittenbywell-knownforeignscholarssuchasMcClellandD.C.,LyleM.Spencer,AnntoinetteD.Lucia,RichardLepsingeretc.,areavailable;
bythesametoken,booksandpaperswrittenbyChinesescholarssuchasZhi-gongHe,JianfengPeng,ShaohuaFang,NengquanWu,etc.,couldbeconsulted.Allthebooksandpapersarepublishedbetween1950sand2007.Inaddition,manydatacitedinthispapercomesfromempiricalstudiesathomeandabroad.
Findings
Inthispart,aliteraturereviewofcompetencyisfirstlycarriedout;
thencompetencymodelaswellasitsevolution,developmentandinnovationisdelineated;
finallyempiricalstudiesarereviewed.Empiricalstudiesmainlyfocusoncompetencymodelbuildinganditsapplicationtohumanresourcedevelopmentandmanagement.
UnderstandingCompetency
In1973,AmericanscholarDavidC.McClellandpublishedhispaperTestingforCompetencyRatherThanIntelligencewhichcitedalargeamountofresearchfindingstoillustrate
theinappropriatenessofassessingpersonnelqualitiesbyabusingintelligencetests.Dr.McClellandfurtherexplainedthatsomefactors(personality,intelligence,value,etc.)whichpeoplehadalwaystakenforgrantedindeterminingworkperformancehadn'
tdisplayedtheirdesiredresult.Asaresult,heemphasizedthatpeopleshouldignorethosetheoreticalbypotheseandsubjectivejudgementswhichhadbeenprovedgroundlessinreality.Hedeclaredthatpeopleshouldtapdirectlythosefactorsandbehaviorswhichcouldreallyimpacttheirperformance(McClelland,1973).Thesefactorsandbehaviorswerenamed"
byMcClelland.Thepublishingofthispapersymbolizedthedebutofcompetencyresearch.Fromthenon,manyscholarsstartedgettinginvolvedintotheresearchoncompetencyandtheyconceptualizedcompetencyfromdifferentperspectivesasshowninthefollowingtable:
Theabovetenconceptsofcompetencyhavealotincommon:
①Competencyismotive,trait,value,skill,self-image,socialrole,knowledge;
②Competencyisacombination;
③Competencyshouldbemeasurable,observable,instructional,phasicandhierarchical;
④Competencyisadeterminanttooutstandingperformance.
Thuscompetencyisanunderlyingcombinationofindividualcharacteristicssuchasmotive,innerdriveforce,quality,attitude,solerole,self-image,knowledgeandskill,itiscausallyrelatedtocriterion-referencedeffectiveand/orsuperiorperformanceinajoborsituationanditismeasurable,observableandinstructional.
Besides,manyscholarsandconsultancyfirmsbelievethatcompetencycouldbeexplainedunderthehelpofthreedifferentmodels:
IcebergModel.Thismodeltreatscompetencyasaniceberg,thepartabovethewaterrepresentsbehavior,knowledgeandskillswhichareeasytomeasureandobserve,whilethepartunderthewatersymbolizesunderlyingqualitiessuchasvalue,attitude,socialrole,self-image,traitswhicharehardtoassess,andthedeepestpartunderthewaterrepresentsthemostlatentqualitiessuchasinnerdriveforce,socialmotive,etc.whicharemostdifficulttoobserveandmeasure.
OnionModel.Thismodeltreatscompetencyasanonion,theouterlayerrepresentsskillsandknowledgewhichareliabletoacquire,theinnerlayerreferstoqualitiessuchasself-image,socialrole,attitudeandvaluewhicharerelativelydifficulttoappraise,whilethecoreoftheonionsymbolizestraitsandmotiveswhicharemostdifficulttocultivateanddevelop.
BrainModel.Thismodelstemsfromthebrainmechanism.Itpresupposesthatthebraincouldbedividedintofourparts.Eachpartfunctionsdifferently.Theupper-leftpartisinchargeofcompetencysuchasanalysingcapacity,calculation,stronglogicability;
theupper-rightpartisinchargeofcompetencysuchasinnovationandintuition;
thebottomleftpartisinchargeofcompetencysuchasorganizingability,planningability;
andthebottom-rightpartisinchargeofcompetencysuchascommunicationability,perception,etc.Differentpartswillexertcorrespondinginfluenceoncompetencydevelopment.
ConceptualizationsofCompetencyModel
Fewforeignscholarshavedirectlyputforwardconceptualizationsofcompetencymodel.Bycontrast,manyChinesescholarshaveexpressedtheiropinionsonit.Thepresentpaperonlycitesthoseconceptsthathavebeenpublishedbyauthoritativepublishinghouses.
JianfengPeng,aprofessorinCh;
naRenminUniversity,togetherwithhisstudents,hasstudiedhowtobuildcompetencymodelsforeffectiveHRmanagementsince2003.Hethoughtcompetencymodelwasthecombinationofdifferentqualitieswhichwerenecessaryforpeopletosuccessfullyfinishajoborachievesuperiorperformance,thesequalitiesincludeddifferentmotives,traits,self-imagesandsocialrolesaswellasknowledgeandskill(JianfengPeng,2003).Prof.Pengbelievedthatacompetencymodelwascomposedof4-6competenciesthatwerecloselyrelatedtoperformance.Competencymodelscouldhelpmanagersjudgeanddistinguishkeyfactorsthatledtosuperiorperformanceorunderperformance.Asaresult,competencymodelcouldbetreatedasafoundationtoimproveperformance.
ProfessorNengquanWufromSunYat-senUniversitypublishedhisbookCompetencyModel:
DesignandApplicationin2005,accordingtohisunderstanding,competencymodelrefersto"
proficienciesthatpeopledefinecorecompetenciesofdifferentlevels,delineatecorrespondingbehaviors,determinekeycompetenciesaswellasfinishcertainwork.”(NengquanWu,2005).Prof.Wuconceptualizedcompetencymodelfromtheperspectiveofmethodology.HebelievedthatcompetencymodelwasauniqueHRMthinkingmode,methodandoperationflow.Onthebasisoforganizationalstrategy,competencymodelcouldbeutilizedtoenhanceorganizationalcompetitivenessandimproveperformance.
ShaohuaFang,aseniorHRMconsultantandexpert,provideduswiththefollowingdefinition:
"
Competencymodelistoconceptualizeanddescribethenecessaryknowledge,skills,qualitiesandabilitieswhichanemployeeshouldhaveinordertofinishwork(ShaohuaFang,2007)”.Bytakingadvantageofdefinitionsofdifferentlevelsandrelatedbehavioraldescriptions,peoplecoulddeterminethecombinationofcorecompetenciesandrequiredproficiencytofinishwork.Hc}pointedoutthesebehaviorsandskillsmustbeabletomeasure,observeandinstructandtheyshouldexertagreatinfluenceuponpersonalperformanceandbusinesssuccess.
InternationalHumanResourceInstitute(IHRI)hasalsodefinedcompetencymodel:
Theso-calledcompetencymodelisthestandardizeddescript
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