管理胜任力面试测评的有效性研究  

On the Validity of the Interview for the Managerial Competency Assessment

作　　者：盛宇华[1] 潘持春[1,2] 

机构地区：[1]南京师范大学商学院 [2]南京师范大学公共管理学院

出　　处：《南京师大学报（社会科学版）》2009年第2期59-64,共6页Journal of Nanjing Normal University(Social Science Edition)

摘　　要：影响管理胜任力面试测评有效性的因素是多方面的,因此要提高管理胜任力面试测评有效性需要采用相应的有针对性的方法。分析表明,不同的待测管理胜任力需要有不同的测评模式,不同的测评模式需要有不同测评能力的主试。管理胜任力面试测评的有效性,最终取决于岗位差异对管理胜任力的要求、面试测评的模式及主试的测评能力这三个要素的有效匹配与组合。通常,非结构的测评模式适宜测评高层次岗位的管理胜任力,可用纯经验型的主试;结构化的测评模式适宜测评低层次岗位的管理胜任力,可用纯技术型的主试。There are many factors affecting the validity of the interview for the managerial competency assessment. Therefore, the improvement of the validity of the interviews demands a set of appropriate and effective methods. The researches show that different types of managerial competency involve corresponding assessment approaches and different approaches need the interviewers with appropriate competence for making the assessment. The validity of the interviews, however, is finally decided by whether the following three elements are effectively integrated： the requirements of different positions for the managerial competency, the way how the interviews are conducted, and the interviewer＇s assessment ability. Usually, non-structured interviews are appropriate for the assessment of the managerial competency for the high level positions, and thus experienced interviewers will correspondingly be needed, while structured interviews with skillful interviewers are appropriate to the assessment for the low level positions.

关 键 词：管理胜任力 面试测评 有效性 

分 类 号：F272.92[经济管理—企业管理]