مدل شايستگي - ظرفيت - عملكرد : واكاوي پسايند‌هاي مثبت و منفي تجربه‌زدگي در انتخاب مديران

Competency-Capacity-Performance Model: Analyzing Positive and Negative consequences of " over-reliance on experience" in Choosing Managers

تحصيلات و به طور خاص تجربه كاري صرفاً نوعي شايستگي است و زماني ارزشمند است كه منشا شكل گيري پديده اي بنام ظرفيت در افراد شود كه چنين ظرفيتي خود منشا عملكرد كاري خواهد بود. در بسته شايستگي هاي لازم براي احراز پست هاي مديريتي عالي سازماني و ملي در بخش دولتي تجربه كاري يكي از معيارهاي بسيار كليدي محسوب مي شود، زيرا به نظر مي رسد تجربه كاري جوهره خطا آزمايشي تصميم هاي مديران را كاهش مي دهد. اگرچه مطالعات متعددي به تبيين نقش تجربه كاري در ارتقا عملكرد كاري پرداخته اند، ولي كمتر مطالعه اي به پيامدهاي منفي اتكا بيش از حد به تجربه كاري در انتخاب مديران در بخش دولتي پرداخته است. هدف غايي اين مطالعه تحليل تجربه كاري براساس مدل شايستگي ظرفيت عملكرد و واكاوي تبعات منفي تجربه زدگي در انتخاب مديران دولتي سازماني و ملي است؛ بنابراين تبعات نگرشي، گفتاري و رفتاري اتكا افراطي به تجربه كاري به عنوان ملاك اصلي انتخاب و انتصاب مديران را مورد بحث قرار مي دهد. دلالت هاي تحليل هاي اين نوشته در طراحي دستگاه انتخاب و انتصاب مديران در بخش دولتي و همين طور خصوصي مي تواند مفيد باشد.

Education, and in particular, work experience is merely a "fit" and when it is worthwhile the origin of the formation of a phenomenon called "capacity" in individuals, such capacity is itself the source of work performance. The existential philosophy of individual, group, organizational, and national education systems is also the formation of a potential called "capacity" in students. It is a successful educational system that has succeeded in shaping this potential among its students. In the package of "competencies" required for high organizational and national managerial positions in the public sector, "work experience" is one of the most important criteria because the "work experience" seems to reduce the essence of the experimental error of decision-making by managers. Although several studies have elucidated the role of "work experience" in enhancing work performance, less study has been done on the negative consequences of excessive reliance on "work experience" in choosing managers in the public sector. The final goal of this study is to analyze work experience "based on" competency-capacity-performance "model and to analyze the negative consequences of" experience "in choosing governmental and national government managers. Therefore, the attitudinal, spoken and behavioral consequences of extreme reliance on work experience as the main criterion for the selection and appointment of managers are discussed. The arguments of this paper in designing the device for selecting and appointing managers in the public sector and privately can be useful.