浅析当下岗位胜任力测评存在的问题及改进方式研究

岗位胜任力测评是当下企业构建核心竞争力和高绩效文化的有效手段之一,进行岗位胜任力测评有利于的人力资源管理,帮助企业更好地选拔、培养、激励员工,但目前国内很多企业的岗位胜任力测评在具体实施时,仍存在诸多问题,本文作者结合自身工作实际,分析了当下国内企业岗位胜任力测评的存在的一些问题,并对相应的改进方式进行了研究。     

基于熵值VIKOR算法的职业经理人胜任力测评模型研究

随着市场竞争的加剧,企业的发展面临着越来越多的挑战,职业经理人在企业的经营和发展中的作用日益凸显。文章在对国内学者关于职业经理人胜任力的研究进行梳理的基础上,将熵值法VIKOR算法纳入到职业经理人胜任力测评的环节中来,并基于实例,详细阐述了如何通过VIKOR算法对职业经理人胜任力进行可量化的测评。熵值法VIKOR算法在职业经理人胜任力测评中的应用为企业科学的甄选人才提供了决策依据,具有很强的现实意义和可操作性。     

中小型建筑企业经理人胜任力模糊综合层次评判模型的构建与应用

运用胜任力测评理论设计了中小型建筑企业经理人胜任力测评指标体系,并使用模糊综合层次评判方法构建了中小型建筑企业经理人胜任力的评判模型。根据应用实例的评判结果,得到了影响胜任力高低的主导因素,为中小型建筑企业选拔高绩效的建筑企业经理人提供了一定的决策依据。     

创业者胜任力模型构建及综合测评研究

创业者胜任力对创业企业有着至关重要的作用.文章在以往创业者和创业者胜任素质理论的基础上,构建创业者胜任力模型,并在其基础上确定相应的测评指标体系,利用层次分析法确定各个指标权重,建立创业者胜任力测评规范指标体系,通过对创业者胜任力的综合测评并利用spss17.0对测评结果进行分析,为创业者以及创业者胜任力的开发与培养提供相应参考.     

企业经营管理者胜任力与经营管理绩效的关系

本文根据企业管理者自身的胜任力,以多个管理者胜任能力为依据构建出了测评胜任力的新指标。在对实际工作进行研究和调查的过程中,将各行业管理者自身能力上存在的差距进行了分析,将管理者自身能够和在实际工作的工作绩效之间的关系进行了明确的定位。     

基于胜任力的民营企业高管人员选拔

基于胜任力的人才选拔是将胜任力理论与模型应用于人才招聘选拔,目前,在理论界和实践界已产生了广泛的影响,文章探讨了胜任力引入民营企业高管人员的选拔模型和进行胜任力测评的方法,旨在为民营企业选拔高管人才提供更加行之有效的方法借鉴。     

石化企业中层管理者胜任力模糊综合评价模型

本文在研究石化企业中层管理者胜任力构成的基础上，创造性地构建了石化企业中层管理者胜任力测评指标体系。为避免多个因素带来的模糊性和不确定性，结合模糊数学中的模糊综合评判，建立了石化企业中层管理者胜任力模糊综合评价模型。以期客现有效地评判其胜任力，适应石化企业客观、可靠、有效地识别、选拔和聘用中层管理者的需要。     

基于胜任力的民政系统公务员能力研究

通过对辽宁省某市民政系统公务员的岗位胜任力进行调查分析,表明在基于胜任力模型的民政系统公务员能力测评研究中,某市民政系统的公务员在胜任力方面存在着男女比例失衡,素质水平较低等问题,经过对这些问题的分析与原因探究,提出引入年轻一代的公务员,加强对公务员的思想品德教育工作等提升某市民政系统公务员胜任力的对策。     

高职院校辅导员胜任力问卷的编制及应用

本研究对高职院校辅导员胜任力理论模型通过问卷的方式进行验证。在问卷初测的基础上进行数理分析,探索性因子分析以及信度和效度检验的结果表明:编制的高职院校辅导员胜任力问卷可以作为测评高职院校辅导员能否胜任的测评与选拔工具。     

基于胜任力特征的管理培训生甄选工具与测评维度分析

基于胜任力特征的甄选机制注重对应聘者潜在内隐特征的考评,能够为企业挑选出所需的高素质人才,可以选拔出具有潜在胜任力的管理培训生。本文在阐述管理培训生胜任力特征的基础上,提出了适合管理培训生的甄选工具,并分析了各甄选工具的测评维度。     

What makes a good project manager?

There is a growing awareness within project‐based sectors of the relationship between performance and managers' competencies. This article reports on research that investigated the competency profile of ‘superior’ project managers working within the construction industry, one of the most complex and dynamic project‐based industrial sectors. The study combined an assessment of both their behavioural competencies and job‐task competencies. The results reveal that while their job‐task competencies are highly specific to the industry in which they work, the behavioural competencies of superior project managers are mostly generic in nature and apply to a range of other management positions. This research shows how it is practically possible to identify the competency profile of superior managers and utilise this framework for managing the performance of this key management group.     

Competency Models at Work: The Value of Perceived Relevance and Fair Rewards for Employee Outcomes

The purpose of this study was to generate empirical knowledge on how employees perceive and respond to competency models at work. A cross‐sectional survey of 278 employees in four Norwegian organizations showed that competency models perceived as strategically and personally relevant and fairly rewarded were positively related to supervisor‐rated work effort and organizational citizenship behavior (OCB) and self‐rated “employability” outcomes. Exchange relationships mediated the link between competency model perceptions and work effort and OCB. Social exchange relationships marginally mediated the link between competency model perceptions and employees' openness to job‐related changes and engagement in activities aimed at improving one's employability. © 2013 Wiley Periodicals, Inc.     

核心技术人才胜任特征评价模型研究

文章在回顾总结国内外胜任特征研究成果的基础上、采用职务分析法、BEI方法对120名核心技术人才进行了实际问卷调查,结合查阅有关文献资料并采用内容分析法初步整理获得核心技术人才的24项胜任特征指标;其次将这些特征编制likert5点量表,运用德尔菲法请12位专家对这些特征的重要程度进行逐一评定,筛选出3类12项指标,确定了权重以及评价方法,构建了核心技术人才胜任特征评价模型。最后对评价模型进行了简单的应用,对选择和评价核心技术人才具有较强的理论和实践价值。     

Recruiting Project Managers: A Comparative Analysis of Competencies and Recruitment Signals From Job Advertisements

This research addresses the competencies organizations use through project manager job advertisements. We develop a list of project manager job competencies; break down the competency components into knowledge, skills, and abilities; and conduct a comparative analysis of the use of these competencies. We examine the online contents of project manager job advertisements in the public domain. Analysis shows that industry job advertisements emphasize “soft skills” and competencies in a manner different than that in the literature. Additionally, differences are found across countries and between industries. Implications from the findings highlight the incongruent dissemination of project manager competencies, regional and industrial demands, and the recruitment of project managers.     

An assessment of managerial competency needs: empirical evidence from a Sri Lankan telecommunication service provider

From the management development viewpoint, it is important to know whether managers possess the required competencies to achieve successful job performance. This could be identified by exploring the competency needs. The aim of the paper is to present and discuss results of an empirical investigation on managerial competency needs using quantitative methodology. The study is confined to a fully integrated telecommunication service provider; 198 managerial employees participated in the survey. The findings led to identification of: perceived levels of current competency expertise; current and future competency gaps; and competencies that managers wish to improve. Managerial implications, limitations and directions for future research are discussed.     

高职公路工程检测技术专业人才市场需求调研

对企业类型、人才结构与岗位分布、岗位能力要求以及校企合作等方面进行调研,了解公路交通行业对公路工程检测技术型人才专业知识、岗位技能和职业素养的要求,定位人才培养目标,为科学合理地构建课程体系,进一步优化人才培养方案提供依据。     

员工工作压力下工作投入的干预模型研究——基于积极心理学的视角

工作投入在近30年已成为人力资源管理实践关注的热点,但现有对处于工作压力状态下,员工工作投入进行干预的研究在国内外还处于起始阶段。本文分析了工作压力、应对策略与工作投入与工作倦怠之间的关系,从积极心理学角度提出员工工作投入的干预模型,并对增进员工工作投入提出相应改进措施。     

Building competency models: Approaches for HR professionals

Two widely used approaches to competency model building—the single-job approach and the “one-size-fits-all” approach—have limitations when competency models are needed for multiple jobs. This article describes the requirements of a multiple-job approach to competency model building: a set of common building block competencies, provision for customization of competencies for individual job models, defined levels of performance for each competency, and a quick, low-cost approach to model building. The article concludes with a discussion of the competencies needed to implement the multiple-job approach and of trends in the workplace that are making this approach more attractive. © 1996 by John Wiley & Sons, Inc.     

饭店业工作要求对员工工作态度的影响研究——JD-R模型在中国饭店业情境下的验证

如何缓解饭店业员工工作压力、提高员工工作满意度和降低其离职意向,已成为业界与学界共同关注的焦点。本文运用6家饭店271份调查问卷结果,采用PASW18.0多元调节回归分析对工作要求-资源模型(JD-R)进行了验证,结果表明:工作要求和工作资源都分别对工作态度具有主效应;工作控制没有在工作要求即员工工作态度间起调节作用;一般自我效能仅在超负荷工作量-工作满意度、人际冲突-离职意向间起调节作用。此研究结论对饭店业人力资源管理实践具有一定启示意义。     

银行业员工满意度影响因素实证分析

银行业员工作为银行业的工作主体,他们的工作满意度程度直接影响到其工作的积极性、主动性和创造性,进而影响到工作的效率。本文是在抚顺地区开展对银行业员工工作满意度影响因素的实证研究,以获知目前抚顺地区银行业员工工作满意度的整体水平和影响其满意度水平的主要因素,并据此主要因素提出建议与策略以达到提升员工工作满意度的目标,为抚顺市地区经济提供更好的金融服务。