海外におけるヒューマンスキル実証研究と職業能力開発への応用

抄録

Assessment of job performance or managerial (technical and non-technical) skills is important but problematic, since such ratings have many difficulties for standardization and tend to be fairly subjective. Likewise, applying the latest research findings to practices and research is required in order to measure those skills, especially human skills recently, in the Polytechnic Colleges and the Polytechnic University. Thus, this paper reviews recent empirical studies on managerial skills in relevant academic fields (i.e. psychology, business administration, and education), seeking both practical and theoretical implications. Three categories of research interest are emerged through our review process: (a) “rating validity” approach focuses on construct validity of a rating scale; (b) “performance predictivity” approach makes more efforts for improving a model’s predict ability of organizational performance; (c) “process interactivity” approach explores ratees' cognitive differences and interactive processes between raters and ratees. Main findings by prior studies and their implications for practices and further studies in occupational competence development are discussed. Key words: human skills, job performance, demonstrable modeling, occupational competence development