Exploring the Nature of human Resource Developers' Expertise
T. Valkeavaara. European Journal of Work and Organizational Psychology, 7 (4):
533-547(1998)
Abstract
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.
%0 Journal Article
%1 Valkeavaara_1998_HR-Professionals
%A Valkeavaara, Tuija
%D 1998
%J European Journal of Work and Organizational Psychology
%K competency
%N 4
%P 533-547
%T Exploring the Nature of human Resource Developers' Expertise
%V 7
%X 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.
@article{Valkeavaara_1998_HR-Professionals,
abstract = {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.
},
added-at = {2008-03-17T10:19:00.000+0100},
author = {Valkeavaara, Tuija},
biburl = {https://www.bibsonomy.org/bibtex/203817b3909ec279b119f48d80a93eaa8/tobold},
interhash = {04869bcf10e13be2395902380aa7dbc9},
intrahash = {03817b3909ec279b119f48d80a93eaa8},
journal = {European Journal of Work and Organizational Psychology},
keywords = {competency},
number = 4,
pages = {533-547},
timestamp = {2008-03-17T10:19:01.000+0100},
title = {Exploring the Nature of human Resource Developers' Expertise},
volume = 7,
year = 1998
}