员工素质模型培养(英文版)(ppt 27页)

员工素质模型培养内容摘要：
Traditional Functional Silos：
1、Classification and Compensation Studies
2、Job Analysis and Test Development
3、Training Needs Analysis and Program Development
4、Performance Appraisal and Feedback
5、Career Planning
6、Workforce Planning
High Variability in Terminology：
一、Across Functions
1、Worker requirements in job descriptions
2、Abilities and other characteristics in selection analysis
3、Factors and dimensions assessed with ratings (interviews, performance appraisals, performance tests)
4、Training areas in training needs analysis
二、Across Occasions
1、Across job classifications
2、Within job classifications over time
3、Among analysts within the same functions
4、Within the same analyst from analysis to analysis
State of Current Practice：
一、From Pearlman (2002) summary of SIOP Task Force:
1、No consensus as to how competencies differ from KSAOs, or whether competencies are underlying traits vs. readily trainable
2、“Good” competency modeling examples are mostly conventional job analysis methods positioned as competency modeling   --  “Trojan Horse”
3、“Bad” competency modeling examples suffer from poor conceptual/definitional clarity, lack of methodological rigor, and used in ways unsuited to the stated purpose

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