ASTD胜任力模型的角色研究评述  

A Review on the Role Research in the ASTD Competency Models

作　　者：韩世梅[1] 刘美凤[1] 

机构地区：[1]北京师范大学教育学部,北京100875

出　　处：《开放教育研究》2014年第1期42-49,共8页Open Education Research

基　　金：2010年度教育部"新世纪优秀人才支持计划"项目"绩效技术研究--教育技术学专业的一个研究方向"子项目(NCET-10-0243)

摘　　要：20世纪70年代,绩效技术成为一大研究和实践领域,并于80年代末90年代初进入高校课程体系。许多组织和个人对绩效技术的胜任力进行了研究。其中,美国培训与发展协会(ASTD)先后开展了八次胜任力模型研究,取得了丰硕成果,成为绩效技术专业人员培养和职业发展的参考依据和实施指南。本文旨在通过文献分析,对ASTD历次胜任力模型中关于"角色"的研究进行全面分析和比较,识别出独具特色的三个阶段。在此基础上,参照绩效技术的典型流程,对ASTD的人类绩效改进流程模型的不足之处及其导致的角色界定问题进行辨析,为我国绩效技术从业人员的角色界定和人才培养提供参考。In 1970s, performance technology was established in America as a field of research and practice. In the late 1980s and early 1990s, performance technology was included into the university curriculum. Since the competen-cies demanded in practice are the fundamental basis for the training programs and curriculum system, many organiza-tions and individuals have studied the competencies required by performance technology. Among them, the American Society for Training and Development （ ASTD ） has conducted 8 competency studies. These studies have had a great impact worldwide. They also provide a reference and implementation guide for the preparation of performance technolo- gy professionals and their career development. By the literature review, this study aims to analyze the studies about role （ s ） deeply, and to do a comprehensive analysis and comparison of the ＂role （ s ） ＂ in the ASTD Competency Mod- els. As a result, three unique stages were identified. Based on the typical HPT process models, the deficiencies of the ASTD^s HPI process model and the corresponding problems about the role identification were discriminated. Hopefully, this study could serve as a reference framework for the preparation of performance technology professionals in China.

关 键 词：ASTD胜任力模型 绩效技术 角色 美国培训与发展协会(ASTD) 

分 类 号：G40-057[文化科学—教育学原理]