麦克利兰的素质模型（Mcclelland's quality model）Mcclelland has a famous iceberg model. In this model, he describes human qualities as an iceberg, which is divided into two parts: the surface of the water and the surface of the water. The part of the water is a visual feature, referring to people's knowledge and skills, and is usually susceptible to perception and measurement. The underwater part is the latent characteristic, mainly refers to the social role, the self concept, the latent characteristic, the motive and so on, this part of characteristic is more following, is not easy to excavate and the perception. Mcclelland pointed out that the best factor in predicting performance is not the qualifications, qualifications and other conditions, but the deep quality of the human being, that is, the iceberg part of the water. This metaphor seems simple, but it contains great theoretical value and practical value. It has a significant impact on management, especially human resource management. It reveals that the most important quality that affects individual performance is not what we traditionally think. In the late part of his academic career, Mcclelland focused his energies on this aspect.Mcclelland's quality research begins with the evaluation of the performance of managers. His consulting firm mcber consultancy, received a large number of enterprises and government agencies to entrust the management of staff performance evaluation. In the process of performance evaluation, he found that the traditional methods of human resources assessment exist many problems, and lack the validity of evaluation. Traditional methods of measurement mainly focus on intelligence, knowledge, ability and expertise, but these factors can not predict future job performance and personal career achievement. In addition,factors that are traditionally measured need considerable cost inputs, such as the acquisition of academic qualifications or the training of a specific skill. This can lead to discrimination against the underprivileged and the disadvantaged. For example, a career outlook with a primary education level is likely to exceed that of a Ph. D., but previous methods of measurement are unlikely to give the former a higher rating. After further study, Mcclelland's team found that influence individual performance is a fundamental quality (competency), which is similar to "achievement motivation", "interpersonal understanding, influence factors such as the team".The word "Competency" is translated as "talent" or "ability" more precisely. But in China, when it comes to talent, it's often associated with technical skills rather than linking it to competency. Therefore, this article uses the word "quality" to emphasize its "competency" nature.In 1973, Mcclelland in the "American Psychologist magazine" (American Psychologist) published the famous "measurement quality rather than intelligence" (Testing for Competency Rather Than Intelligence) article, formally proposed the "quality" concept. He cited a lot of data in the article, the irrationality of personal ability to judge only by the intelligence test, and further pointed out that it is a subjective decision that some performance such as personality, intelligence, values and other factors, in reality did not show the expected effect. Therefore, Mcclelland stressed the need to abandon the traditional theoretical assumptions and subjective judgments, adhere to the material from the firsthand, and explore the characteristics and factors that can really affect the performance of the work. He pointed out in the article, the performance is decided by some of the more fundamental more potential factors, these factors can better predict work performance in specific positions, these can distinguish between personal characteristics of "the level of performance in a specific job and organization environment, it is" quality "(competence). The competency. Quality is the potential employee characteristics, such as motivation, traits (motive) (trait), skills (skill) and self image (self-image), (social role), the social role of knowledge (knowledge) and so on. These factors determine whether work is effective and determine whether a person can produce outstanding performance. The publication of this article marks the beginning of quality research. After the American Compensation Association (The American Compensation Association) to make a further definition of quality, namely: individual work behavior to achieve the level of performance shown by these actions are observable, measurable, scalable.In order to identify and evaluate the quality, Mcclelland created the BEI Event Interview (Behavioral). This method is a combination of key events and the thematic apperception test proposed. The main steps are to identify and describe the key respondents through examples in the past six months or a year in the most successful or not, then a detailed report as follows: 1. The situation description; what are the people involved in the actual; measures; the person is what feeling to the result.The team examined the content of the events to determine what the interviewee was capable of.Behavioral event interviews were first applied to an American government project. At the beginning of 1970s, McCabe consulting firm to the U.S. government on selection of Foreign Liaison Officer (Foreign Service Information Officers, FSIO) of the task. The foreign liaison officers at the time were largely male and white, and had been subjected to very strict layers of screening. It's about their mission. The main duties of foreign liaison officer is through the library publicity, press, diplomatic and cultural activities, and people in other countries, such as speech dialogue, promote American foreign policy to build the international image of the United States, the spread of American values, in order to get more understanding of the people of his country, the elimination of all kinds of misunderstanding of the United states. In order to select the right people, the United States government has devised a test system for service officials abroad. This test is very strict requirements, the main contents are divided into three categories: IQ; degree, diploma and achievement; general humanities knowledge and related cultural background knowledge (including the corresponding professional knowledge of American history and Western culture, and political and economic English). The US government hopes to select the right candidates through such rigorous examinations, thus taking on the important mission of liaison officers abroad. Unfortunately, the test results are not satisfactory, and many closely screened liaison officers are incompetent. Therefore, the United States government commissioned Mcclelland to find and design a new way to effectively evaluate and select overseas liaison officers.Mcclelland found that the previous "expatriate service officer test" excluded all those from non mainstream cultural backgrounds because of the strong cultural background required. In addition, the evaluation of this test required is not a qualified liaison officer to the key ability, the existing test method evaluation standard is obviously biased, scholars conceived in the study, there is a certain distance with the reality. In order to find a reasonable and effective selection criteria, Mcclelland used behavioral event interview to screen the evaluation factors. From the existing official liaison he chose some people and divided them into two groups, one group was the most excellent, known as the outstanding group; another group is generally known as a competent person, for the group. Then, the research team used behavioral event interview method to sum up the differences in behavior and thinking patterns between the two groups according to the content of interviews, and then made a comparative analysis of different factors on the basis of induction. This method quickly, researchers found that the outstanding group and for group shows characteristics is different, after induction, you can see immediately, what is common to all staff, which characteristics manifested in body but not for outstanding person. That distinguished the unique characteristics, researchers in accordance with their scientific methods of classification, level division, finally obtains the characteristics of system can reflect the differences between good and mediocre, and establishes the competency model of liaison officer, for the evaluation and selection of use. Mcclelland's model of foreign liaison officers for the United States government includes such three core competencies: intercultural interpersonal sensitivity, positive expectations of others, and the ability to quicklymove into local political networks. Later facts showed that the quality of the model chosen by Mcclelland was more adequate for the job. Even today, despite repeated revisions and changes, the United States government still regards these three qualities as an important basis for the selection of liaison officers abroad.Beginning with the success of selecting foreign liaison officers, Mcclelland applied the quality model to various fields. Under his guidance, application service management consulting company began to mcber enterprises, government agencies and other professional organizations to provide quality model in the management of human resources, and gradually become the authority of application of the internationally recognized quality evaluation method. Later, the advantages of competency model in human resource management were widely recognized in different countries, especially in enterprise management. Now there are many design procedures of the management, the quality of the model is often a core module of human resource management, applied to personnel selection, training management, performance management, salary design and occupation career planning etc..In 1981, Richard Boyazis (Richard Boyatzis) put forward the onion model similar to the iceberg model on the basis of Mcclelland's research". Boya Keith through the original data about the quality of the Managers Competency of re analysis, summed up a group of outstanding managers can identify the competency factors, these factors have broad applicability, can also use different companies in different. The so-called onion model, is the quality of the quality from inside tooutside as a layer of package structure,The core is motivation, and then outward in order to expand personality, self-image and values, social roles, attitudes, knowledge, skills. The more the outer layer, the more easy to cultivate and evaluate; the more the inner layer, the more difficult to evaluate and learn. In general, the "onion" the knowledge and skills, the equivalent of "iceberg" on water; "onion" the inside motivation and personality, the equivalent of "iceberg" water under the deepest part; the "onion" in the middle of the self image and role, the equivalent of the "iceberg" water shallow part. The onion model is essentially the same as the iceberg model, with emphasis on core qualities or basic qualities. The assessment of core quality can predict a person's long-term performance. In contrast, onion model more prominent potential quality and the quality of the hierarchical relationship, more accurate than iceberg model of the relationship between the quality.After Mcclelland put forward the quality model, not only did Boya Keith deepen and develop Mcclelland's research, but also a large number of consulting organizations adopted this method. In this regard, Maikelilanbugan backward. In 1989, he began to examine and examine the competencies involved in more than 200 work in various organizations around the world. After in-depth research, he extracted from numerous competency summarized 21 general competency elements, the 21 elements of the quality of Xiang Shengren summarizes the people appeared in the daily life and behavior of knowledge and skills, social role, self-concept, personality and motivation characteristics, forming a competency model in common use the management personnel. Onthis basis, Hay-McBer, an advisory body chaired by Mcclelland, published the graded quality dictionary in 1996. (there are many kinds of names in the country, commonly called competency dictionaries). The general competency dictionary consists of 6 basic competency groups and 21 competency elements. The main contents are as follows:Mcclelland proposed the concept of competency, the human resource management of great influence, it involves all aspects of human resources management, respectively, job analysis, staff recruitment, personnel assessment, personnel training and personnel incentive provided operational method. Compared with the previous methods, competency is a kind of human resource management tool which aims at strengthening the core competitiveness and improving the long-term performance of the organization.The effective use of the quality model needs to follow certain steps. First, different types of work, quality requirements are not the same, it is necessary to determine what qualities are required for this kind of job quality. There are two basic principles for determining competency: (1) validity. The judgment of a unique standard of competency is the ability to distinguish the work performance, which means that the confirmation of the competency must be clear, can measure the difference between the excellent staff and general staff. (2) objectivity is the basis of objective data to judge whether a competent quality can distinguish work performance. Secondly, after determining the competency, the organization should establish an evaluation system that can measure the individual's competency level. The evaluation system shouldalso be tested by objective data and be able to distinguish the work performance. Finally, on the basis of accurate measurement, the specific application methods of competency evaluation results in various human resources management work are designed.In a word, Mcclelland's theory of competency model for the practice of human resource management provides a new perspective and a more powerful tool, it can not only meet the requirements of modern human resources management, construct the competency model of a job, the competency required for the job of a clear that it has become an important basis for the quality of personnel evaluation, provide scientific basis for the development of human resources management.。
![麦克里兰通用素质模型([完整版])](https://img.taocdn.com/s1/m/5be82e0edd36a32d73758182.png)
