基于胜任力的甄选测评体系设计

字数:27359,页数:47  本篇^文档包含任务书,开题报告,^文档,文献综述,外文翻译,等   ^文档编号:RL032

摘要
胜任特征是20世纪70年代初期兴起于美国的一个管理概念，它是用来表征那些个体所拥有的导致其在某个岗位或职位取得优秀绩效的潜在特征的术语。通过胜任力分析来对人才资源进行有效管理和使用,从而获得竞争优势,是现代组织发展的共同特征。
引入胜任力概念并建立起基于胜任力内容的分析,为招聘工作提供了全新的思路和方法,促进了人力资源管理的战略性发展。可以说,在招聘中进行胜任力分析是个人自我发展的需要,也是组织实现人力资源合理配置从而提高组织绩效的需要。本文首先回顾了国内外学界对胜任特征理论、人力资源甄选理论和人事测评理论的研究，阐述了胜任特征作为人才测评的标准的内涵；其次，根据企业具体工作岗位的类型，选择不同的测评方法，确定测评标准，确保测评结果的准确性和有效性。本文有助于胜任特征与人才测评课题的进一步研究。

关键词：员工招聘与选拔；胜任力模型；人才测评；人职匹配

Abstract
Competency is a management concept rising from America in the early 70s of 20 century. It is a terminology indicating the latent characteristics individuals have resulting in perfect performance in certain position. Competency through analysis of human resources for effective management and use, thus gaining a competitive edge, modern organization is a common feature of the development.
The introduction competence strength concept and establishes based on the competent strength content analysis, has provided the brand-new mentality and the method for the employment advertise work, promoted the human resources management strategic development. It can be said that in the recruitment of a competent analysis of individual self-development and the needs for organizations to achieve rational allocation of human resources to improve organizational performance needs. This paper reviewed the domestic and foreign academic circles′ research on the theory of competency, human resource selection and human resting and summarized the related viewpoints and research tendency. Secondly, according to the type of specific jobs, choose different resting methods, establish the evaluation criterion to ensure the accuracy of the survey results and effectiveness. This paper will help competency evaluation and human resting for further study.

Key words: Staff recruitment and selection; Competency model;
          Human resting; Person-position fit;
目录
一、绪论................................................ ...1
（一）研究的背景和意义 .....................................1
（二）研究的主要思路和方法..................................2
二、理论综述 ...............................................3
（一）招聘甄选的理论概述....................................3
（二）胜任力概述............................................3
1、胜任力的含义.............................................3
2、胜任力模型的定义.........................................4
（三）人事测评方法的介绍....................................4
1、人事测评的含义 ..........................................4
2、常用测评方法比较........................................ 5
三、宁乡制衣公司的现状 .................................... 7
（一）宁乡制衣公司的概况..................................  7
（二）宁乡制衣公司的组织结构................................8
（三）宁乡制衣公司的发展战略 .............................. 8
（四）胜任特征应用于人才测评中的作用与意义................. 8
四、基于胜任力的员工甄选测评——以财务部门为例 ........... 10
（一）基于胜任特征人才测评的程序.......................... 10
（二）会计人员 ............................................10
1、岗位说明书..............................................10
2、会计人员胜任力模型......................................10
3、确定测评指标体系 .......................................11
4、制定素质测评方案........................................14
5、对测评方案的检验 ...................................... 16
6、实施测评 ...............................................19
（三）财务经理 ............................................19
1、岗位说明书 .............................................19
2、财务经理胜任力模型......................................19
3、确定测评指标体系 .......................................19
4、制定人员素质测评方案 ...................................21
5、对测评方案的检验........................................22
6、实施测评 ...............................................26
五、实施效果跟踪分析...................................... 27
六、结论 ................................................. 28
致谢.....................................................  29
参考文献.................................................  30
附录................................................. .... 32

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