外文翻译胜任力模型备课讲稿.docx

外文翻译胜任力模型备课讲稿.docx

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外文翻译胜任力模型备课讲稿

ResearchonCompetencyModel:

ALiteratureReviewandEmpiricalStudies

Abstract

Westerncountrieshaveappliedcompetencymodelstoaddressingproblemsexistedintheiradministrativeandmanagerialsystemssince1970s，andthefindingsispositineandpromising.However,competencymodelhasn’tbeenintroducedtoChinauntil1990sanditisstillunknownandmysterioustomanyChinesemanagers.ThispaperaimstouncoverthemysteriousveilofcompetencymodelinordertobroadenthehorizonofChinesemanagersandboostChina'shumanresourcedevelopmentaswellasmanagement.

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"competency"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