Exploring the Nature of Human Resource Developers' Expertise

This article explores the nature of expertise of HR developers who work on training, career development, and developmental processes in an organization. The study draws on the data from a survey on HR developers in Finland (n = 164), possessing both quality and length of education and experience typical of experts in HRD. The HR developers evaluated their work performance through work roles and outputs, importance of competencies needed in performance, and related developmental interests in competencies. The results indicated that in terms of work performance there are specific areas of change agency, trainership, and management in HRD work determined mostly by contextual factors; there is also a common element which refers to dealing with the less explicit processes of change. Also, there seem to be common areas in expert knowledge, but the importance of these varies according to work role. In terms of importance and developmental interest, analytical and coaching competence seemed to be central. Seemingly both are less explicit and informal areas of expert knowledge. Additionally, both are acquired mainly through experience, and are areas which enable expertise to be communicated and mediated for the use of the organization. These findings are discussed further in relation to the nature and further development of HR developer's expertise.     

Comment évaluer les compétences clés dans le domaine professionnel ?

The article attempts to clarify the question of defining and evaluating key competencies in the professional domain, by reviewing existing literature in the domains of cognitive differential psychology, psychometrics and industrial and organisational psychology. A hierarchical model of competencies is favoured, in which the key competencies are general across professional situations and transferable from one situation to another. The different methods of evaluating key competencies are reviewed. Particular attention is paid to the validity of assessment centres and intelligence tests. The crucial role of general intelligence, depending on the complexity of professional tasks, is demonstrated through an analysis of professional profiles. We review writings on the psychology of intelligence in order to show the importance of the g factor as principle predictor of work performance and the acquisition of key competencies. Finally, the judicious combination of different validated and economical psychometric tools is proposed as the most effective and equitable solution for evaluating key competencies in the three paradigmatic social situations which require it: vocational orientation, recruitment of personnel and access to continuing training.     

Capturing a More Complete View of Employees’ Lives Outside of Work: The Introduction and Development of New Interrole Conflict Constructs

This research introduces 4 new constructs that reflect interrole conflict (i.e., work‐to‐personal, personal‐to‐work, family‐to‐personal, and personal‐to‐family conflict) and provide a more complete view of the roles and responsibilities employees experience outside of work. An integration of interrole conflict literature and research on work and nonwork roles or domains highlights the importance of considering an individual's personal domain, which includes activities one pursues because of his or her own interests (e.g., friends, hobbies, community). Unfortunately, without conflict measures pertaining to this new role, researchers cannot clearly understand how roles other than family interfere with individuals’ work role including how interrole conflict impacts employees who do not have significant responsibilities in the family domain. Five phases of research across 4 separate samples were conducted in order to develop measures for the 4 new conflict constructs and to examine relationships with important work, family, life, and health outcomes. Findings from multisource data, including self‐rated, coworker‐rated, as well as single and nonsingle participants, show that the 4 new forms of interrole conflict have significant implications for employees and organizations.     

Genetic Counseling Supervisor Competencies: Results of a Delphi Study

Clinical supervision is a critical component of genetic counseling student preparation, yet empirically-determined competencies for genetic counseling supervisors are lacking. In this study a modified, two-round Delphi method was used to gain consensus about important genetic counseling supervisor knowledge, characteristics, and skills. Program directors and assistant directors of American Board of Genetic Counseling accredited genetic counseling programs in North America (N?=?33) were invited to participate and to recruit three experienced supervisors. Seventy-four individuals completed Round 1 and, of these, 61 completed Round 2. Approximately two-thirds were clinical supervisors from prenatal, pediatrics, cancer, and adult clinics; one-third were program directors. Participants rated the importance for genetic counseling supervisors of 158 items derived from supervision literature in allied health professions. They rated 142 items (89.9 %) as highly important. Content analysis of these items yielded six supervisor competency domains: Personal traits and characteristics; relationship building and maintenance; student evaluation; student centered supervision; guidance and monitoring of patient care; and ethical and legal aspects of supervision. The results provide a basis for training genetic counseling supervisors and for further research to refine and validate supervisor competencies.     

Training Public Sector Clinicians in Competency-Based Clinical Supervision: Methods,Curriculum, and Lessons Learned

This article describes an initiative to train public sector clinicians in competency-based clinical supervision. It was delivered as an 18-session course taught online to clinicians employed in departments of behavioral health in nine Southern California counties. The curriculum was co-constructed by a team of clinical supervision scholars and leaders who then served as instructors. Each two-hour meeting addressed a specific topic for which a training video had been prepared, usually featuring a member of the training team who had expertise in that topic. The second part of each meeting focused on a class member’s supervision case presentation. Those presentations revealed 35 themes; the four most frequently occurring were: developing supervisees’ clinical competencies, addressing countertransference and parallel process, balancing clinical and administrative supervisory roles, and addressing record keeping/paperwork. Participants’ pre-to-post supervisory self-efficacy changes demonstrated a moderate effect size (Cohen’s d?=?.46) for the training, with the greatest pre- to post-training changes being in the use of technology, multicultural competencies (awareness of oppression, bias, and stereotyping in clinical work and in clinical supervision), and contracting. They reported that the strengths of the course included an inclusive learning environment and opportunities to reflect on and apply new knowledge and skills, though they also reported struggling with the assignments and the course platform software. Lessons learned reflected the use of technology in this online program, the importance of obtaining buy-in from agency decision makers and being prepared to address challenges related to the use of direct observation in supervision, gatekeeping, and enacting the simultaneous roles of administrative and clinical supervisor.

     

Sharing of home responsibilities between professionally employed women and their husbands

A sample of 139 married couples with young children and with relatively equal status careers (wives were university professors or businesswomen) were interviewed about work and home life. Considerable, traditional inequity in the distribution of child-care tasks and chore responsibility was noted, but women were generally satisfied with their husbands' home involvement. In the academic sample, the longer hours each spouse worked, the more child care the other performed; in the business sample, child-care involvement was largely determined by the husband's work hours, income, and education. Overall, women were more self-critical than were men about their performance in home roles, and women's role performance was rated more highly by husbands than by themselves. Women professionals' continued use of traditional sex role standards and the importance of attending to both partners' perspectives in studies of married life are discussed.     

Identifying Critical Cross-Cultural School Psychology Competencies

The purpose of this study was to identify critical cross-cultural competencies for school psychologists. This study used a Delphi procedure to bring together the expertise of a national sample of cross-cultural experts, including school psychology practitioners, faculty, and supervisors/administrators of whom 62% represented a racial/ethnic minority group member. To identify the competencies, we conducted an extensive literature search about cross-cultural school psychology competencies then used a questionnaire to ask expert panelists to rate the importance of the literature based competencies and to delineate additional competencies not represented in the integrated literature but based on expert opinion. The literature yielded 185 competencies and the panelists generated 75 additional competencies. Following the second questionnaire round, 102 competencies were identified as critical cross-cultural competencies. The 102 competencies cover 14 major domains of professional activities and practices for school psychologists (e.g., Academic Interventions, Assessment, Consultation, Counseling, Culture, Language, Laws and Regulations, Organizational Skills, Professional Characteristics, Report Writing, Research Methods, Theoretical Paradigms, Working with Interpreters, and Working with Parents). Implications for research and training are discussed.     

高技术工作团队的交互记忆系统及其效果

交互记忆系统近来被认为是影响工作团队绩效的重要特性之一。以往的研究局限于实验室样本或者由学生组成的临时团队,该研究从高技术企业中选取190个工作团队作为样本,考查了团队的交互记忆系统与团队中的其它现象之间的关系。研究除了发现Lewis的量表中有两个题目不理想外,还发现交互记忆系统与团队成员之间的信任、合作性目标导向具有显著的正相关,同时交互记忆系统与团队的工作绩效和凝聚力也具有显著的关系。该文在检验团队层次的现象时,通过计算团队成员在相应变量上得分的一致性(rwg)来检查加总分析的合理性,这是从事团队层次的研究中需要遵循的方法     

Explaining the adult careers of dyslexic boys: Variations in critical skills for high-level jobs

Several hundred boys who were diagnosed as dyslexic (specifically reading disabled) in adolescence and who attended a private college preparatory school for dyslexics were followed up in adulthood. The occupations of these men, who were above average in both intelligence and socioeconomic background, were compared to those of both a control group and the general white male population. As hypothesized, the dyslexic men had higher level jobs than the average man but they were much less likely than the controls to become professionals. They rarely entered jobs such as physician, lawyer, or college teacher which require higher degrees; instead most became managers or salesmen. The occupational differences between the dyslexic and control men were related to, but not completely accounted for, by their large differences in educational attainment. Data on the competencies rated as critical to good job performance in different occupations were consistent with the hypothesis that dyslexic men would establish themselves in relatively high-level jobs emphasizing nonacademic rather than academic on-the-job skills. Nondisabled professionals rated getting information through reading among the most critical of the skills required on their jobs. In contrast, managers and salesmen rated reading as less important than nonacademic competencies such as taking initiative and responsibility or being persuasive. The results illustrate the value of knowing more about the particular competencies required in different jobs in order to help members of special groups, particularly those such as dyslexies who have specific and enduring handicaps but who are otherwise intellectually normal.     

Variation in verbal fluency: A latent variable analysis of clustering,switching, and overall performance

Verbal fluency tasks have long been used to assess and estimate group and individual differences in executive functioning in both cognitive and neuropsychological research domains. Despite their ubiquity, however, the specific component processes important for success in these tasks have remained elusive. The current work sought to reveal these various components and their respective roles in determining performance in fluency tasks using latent variable analysis. Two types of verbal fluency (semantic and letter) were compared along with several cognitive constructs of interest (working memory capacity, inhibition, vocabulary size, and processing speed) in order to determine which constructs are necessary for performance in these tasks. The results are discussed within the context of a two-stage cyclical search process in which participants first search for higher order categories and then search for specific items within these categories.     

The attraction effect in decision making: superior performance by older adults

Previous work showed that older adults' choice performance can be wiser than that of younger adults (Tentori, Osherson, Hasher, & May, 2001). We contrasted two possible interpretations: a general expertise/wisdom view that suggests that older adults are generally more skilled at making decisions than younger adults and a domain-specific expertise view that suggests that older adults are more skilled decision makers only in domains in which they have greater knowledge. These hypotheses were contrasted using attraction effect tasks in two different domains: earning extra credit in a course and grocery shopping, domains presumed to be of different levels of knowledge to younger and older adults. Older adults showed consistent choice for both domains; younger adults showed consistent choice only for the extra credit problem. Several explanations of these findings are considered, including Damasio's somatic marker theory and age differences in reliance on heuristic versus analytic styles.     

Who's the Best? A Relativistic View of Expertise

The dictionary and the expert performance approach view an expert as one who, after sufficient training and experience in a domain, can perform the requisite tasks above a threshold level. In contrast, we argue for a performance‐based approach that implies expertise is a continuum; the experts are the best performers. Most tasks in which expertise can be demonstrated have an underlying core of judgment, including domains in which the tasks call for judgment to be overlain with performance, prediction, or instruction. To evaluate judgment, we employ the metaphor of the judge as a measuring instrument. Like an instrument, expert judgment according to the performance‐based approach has three key properties: discrimination, consistency, and validity. Validity requires ground truth and is usually difficult to establish; but the other two properties are readily observable, and they are combined in the Cochran–Weiss–Shanteau index. Copyright © 2014 John Wiley & Sons, Ltd.     

Expert performance in SCRABBLE: implications for the study of the structure and acquisition of complex skills

Applied psychologists have long been interested in examining expert performance in complex cognitive domains. In the present article, we report the results from a study of expert cognitive skill in which elements from two historically distinct research paradigms are incorporated -- the individual differences tradition and the expert-performance approach. Forty tournament-rated SCRABBLE players (20 elite, 20 average) and 40 unrated novice players completed a battery of domain-representative laboratory tasks and standardized verbal ability tests. The analyses revealed that elite- and average-level rated players only significantly differed from each other on tasks representative of SCRABBLE performance. Furthermore, domain-relevant practice mediated the effects of SCRABBLE tournament ratings on representative task performance, suggesting that SCRABBLE players can acquire some of the knowledge necessary for success at the highest levels of competition by engaging in activities deliberately designed to maximize adaptation to SCRABBLE-specific task constraints. We discuss the potential importance of our results in the context of continuing efforts to capture and explain superior performance across intellectual domains.     

A comparison of serial order short-term memory effects across verbal and musical domains

Recent studies suggest that the mechanisms involved in the short-term retention of serial order information may be shared across short-term memory (STM) domains such as verbal and visuospatial STM. Given the intrinsic sequential organization of musical material, the study of STM for musical information may be particularly informative about serial order retention processes and their domain-generality. The present experiment examined serial order STM for verbal and musical sequences in participants with no advanced musical expertise and experienced musicians. Serial order STM for verbal information was assessed via a serial order reconstruction task for digit sequences. In the musical domain, serial order STM was assessed using a novel melodic sequence reconstruction task maximizing the retention of tone order information. We observed that performance for the verbal and musical tasks was characterized by sequence length as well as primacy and recency effects. Serial order errors in both tasks were characterized by similar transposition gradients and ratios of fill-in:infill errors. These effects were observed for both participant groups, although the transposition gradients and ratios of fill-in:infill errors showed additional specificities for musician participants in the musical task. The data support domain-general serial order STM effects but also suggest the existence of additional domain-specific effects. Implications for models of serial order STM in verbal and musical domains are discussed.     

The Relative Contribution of Emotional Competence and Cognitive Ability to Individual and Team Performance

The relative contributions of emotional competence and cognitive ability to individual and team performance, team-member attitudes, and leadership perceptions were examined. Focusing on emotional competencies, we predicted that, although both cognitive ability and emotional competence would predict performance, cognitive ability would account for more variance on individual tasks, whereas emotional competence would account for more variance in team performance and attitudes. We also predicted that emotional competence would be positively related to team attitudes and to both leader emergence and effectiveness. Using a sample of undergraduate business majors who completed tasks alone and as members of teams, our results generally supported the hypotheses. Implications for the reach and impact of work relating emotional competencies to performance are offered.     

The role of self‐rated ability in the accuracy of confidence judgements in eyewitness memory and general knowledge

It is argued that confidence stems in part from self‐rated ability in a domain of knowledge and that in eyewitness memory such perceptions are erroneous. Two experiments tested these hypotheses. In both experiments participants rated their relative ability in the domains of eyewitness memory and general knowledge and subsequently took tests of each, giving confidence ratings for each item attempted. In both studies, self‐rated ability predicted performance for general knowledge, but not eyewitness memory. Across participants confidence ratings were significant predictors of accuracy for general knowledge, but not for eyewitness memory. In Experiment 1 self‐rated ability was predictive of confidence ratings for both domains, although this effect was weaker in Experiment 2. The argument that the accuracy of confidence judgements in eyewitness memory is undermined by a lack of insight into relative expertise is therefore supported. Copyright © 2004 John Wiley & Sons, Ltd.     

A national survey of hospital directors' views about the importance of various chaplain roles: differences among disciplines and types of hospitals

A national random sample of hospital directors was asked to rate the importance of seven categories of chaplain roles and functions: 246 nursing directors, 267 social services directors, 307 medical directors, and 611 pastoral care directors. All four groups rated end-of-life care, prayer, and emotional support as being between very important and extremely important. Other roles, including consultation, advocacy, community outreach, and religious services and rituals were rated significantly less important. Significant differences were found across disciplines and hospital settings (general, psychiatric, etc.). Medical directors rated most chaplain roles lower than other directors did, and directors in psychiatric hospitals rated all roles, except religious services/rituals, lower than their counterparts in other types of hospitals. The importance that directors accorded to all the chaplain roles examined was also influenced by their own spirituality and religiosity, as well as the religious affiliation of their institution.     

Adapting to fill the void: Dynamic group coordination as a function of differing domain roles and instrumentality

In groups, member coordination is influenced by a complex set of factors including who has what knowledge (which implies who is responsible for different task domains) as well as the differing incentives associated with performing within those domains. We show that the distribution of members' expert roles interacts with the desirability of different task domains to impact member perceptions of the task, coordination, and performance. Group members who have expertise in a highly desirable domain (i.e., key experts) perceive the task differently than members who do not and report that their approach to the task is determined to a greater extent by an attention to capturing highly desirable contributions for the group than do other members. Furthermore, when a group lacks a key expert, groups divide the work involved within a highly desirable domain across multiple members. This results in the group doing well in the highly desirable domain itself, but overlooking other domains and performing poorly, overall. We discuss the theoretical implications of this research as well as its practical applications.