Core competencies: A systems approach for training and organizational development in extension
Core competencies: A systems approach for training and organizational development in extension
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核心能力：推广培训和组织发展的系统方法
DOI：
10.1080/13892240485300121
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发表时间：
2004
期刊：
影响因子：
--
通讯作者：
R. Mustian
中科院分区：
文献类型：
--
作者：
Richard T. Liles;R. Mustian
作者提出了在培训和组织发展方面发展核心能力的基本原理。核心竞争力被定义为“在工作场所取得卓越成就的基本知识、态度、技能和可观察的行为。”基于能力的模型可以用来创建一个基础架构，在扩展组织的每个维度中促进创新和持续学习。能力模型是围绕个人和团队现在和未来需要有效的技能而设计的。能力必须直接与组织的使命和战略问题联系在一起。提出了一个十步模型，用于识别、验证和发展扩展培训和组织发展系统的核心能力。定义了北卡罗来纳合作推广公司利用这一过程开发的七个核心能力。美国南部推广区域的几个州正在使用或调整这些能力，美国各地的推广组织正在开始制定以能力为基础的培训和发展模式。本文提供了核心竞争力在北卡罗来纳州的应用实例，以及该方法影响的初步定性证据。
The authors present a rationale for developing core competencies for training and organizational development in extension. Core competencies are defined as “the basic knowledge, attitudes, skills, and observable behaviors that lead to excellence in the workplace.” Competency-based models can be used to create an infrastructure that promotes innovation and continuous learning in every dimension of an extension organization. Competency models are designed around the skills individuals and groups need to be effective now and in the future. Competencies must be tied directly to the mission and strategic issues of the organization. A ten-step model is offered for identifying, validating and developing core competencies for an extension training and organizational development system. The seven core competencies developed by North Carolina Cooperative Extension using this process are defined. These competencies are being used or adapted by several states in the Southern Extension Region of the United States, and extension organizations throughout the United States are beginning to develop competency-based models for training and development. Illustrations of the application of the core competencies in North Carolina are provided along with preliminary qualitative evidence of the impact of this approach.