ASTD 胜任力模型的角色研究评述

A Ｒeview on the Ｒole Ｒesearch in the ASTD Competency Models

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 thelate 1980s and early 1990s，performance technology was included into the university curriculum． Since the competenciesdemanded in practice are the fundamental basis for the training programs and curriculum system，many organizationsand individuals have studied the competencies required by performance technology． Among them，the AmericanSociety for Training and Development (ASTD) has conducted 8 competency studies． These studies have had a greatimpact worldwide． They also provide a reference and implementation guide for the preparation of performance technologyprofessionals and their career development． By the literature review，this study aims to analyze the studies aboutrole(s) deeply，and to do a comprehensive analysis and comparison of the ＂ role(s)＂ in the ASTD Competency Models．As a result，three unique stages were identified． Based on the typical HPT process models，the deficiencies of theASTD＇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．