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1、外文翻译原文ThepracticeofcompetencymodelingMaterialSource:PersonnelPsychologyAuthor:Schippmann,JefferySThepurposeofthisarticleistodefineandexplainatrendthathascausedagreatdealofconfusionamongHRresearchers,practitioners,andconsumersofHR-relatedservices:competencymodeli
2、ng.TheJobAnalysisandCompetencyModelingTaskForce,aworkgroupjointlysponsoredbytheProfessionalPracticeCommitteeandtheScientificAffairsCommitteeoftheSocietyForIndustrialandOrganizationalPsychology,hasrecentlyconcludeda2-yearinvestigationintotheantecedentsofcompetenc
3、ymodelingandanexaminationofthecurrentrangeofpractice.Competencymodelingiscomparedandcontrastedtojobanalysisusingaconceptualframework(reflectedina10-dimensionLevelofRigorScale)thatpractitionersandresearchersmayusetoguidefutureworkefforts,andwhichcouldbeusedasabas
4、isfordevelopingstandardsforpractice.Thestrengthsandweaknessesofbothcompetencymodelingandjobanalysisareidentifiedand,whereappropriate,recommendationsaremadeforleveragingstrengthsinonecamptoshore-upweaknessesintheother.Thebusinessenvironmenttodayischaracterizedbyi
5、ncrediblecompetitionandchange(D'Aveni,1994;Hamel&Prahalad,1994).Inresponse,organizationsareflattening,relyingonself-managedteamswithgreaterfrequency,becominghighlymatrixes,andotherwisereconfiguringthestructureofwork(Ashkenas,Ulrich,Jick,&Kerr,1995;Howard,1995;Ke
6、idel,1994).Accompanyingthesechangeshasbeenagrowingconcernthattraditionaljobanalysisproceduresmaybeunabletocontinuetoplayacentralroleinthenewhumanresourcemanagementenvironment(Barnes-Nelson,1996;Olian&Rynes,1991;Sanchez,1994).Itiswiththisbackdropthatthepracticeof
7、competencymodelinghasexplodedontothefieldofhumanresourcesoverthepastseveralyears.Today,surveysofcompetency-basedpracticeindicatebetween75%(Cook&Bernthal,1998,basedonasurveyof292organizations)and80%(AmericanCompensationAssociation,1996,basedonasurveyof426organiza
8、tions)ofrespondingcompanieshavesomecompetency-drivenapplicationscurrentlyinplace.Giventheturbulentpracticeenvironment,andthemagnitudeandpaceofthegrowthofcompetencymod
