电力企业新员工“123助跑工程”的实践  

Rescarch and practice on＂ 123run- up engineering＂ of newcomers＇growth

作　　者：余遐强[1] 胡新欣[1] 肖辉[1] 

机构地区：[1]贵州电网公司,贵州贵阳550002

出　　处：《贵州电力技术》2010年第12期44-47,共4页Guizhou Electric Power Technology

摘　　要：以新入企员工拟配置岗位为落脚点，以岗位胜任力模型、培训标准、评价标准为依据开展培训和评价，培训分为脱产培训和定岗实践两个阶段，包含全面集训、分点深化和定岗实践等环节，采取各环节测评、培训期满考核和岗位胜任力评价，将其培训与评价、聘任紧密结合，培养快速融入公司、快速适应岗位工作需要的新人，按照岗位胜任力评价结果优聘劣汰，从企业用人、育人的源头上建立“培训、评价、职业发展一体化”管理机制。Propoosed configuration post of newcomers as standing point, post competency model, training standards and evaluation criterion as basis to conduct training and valuation, training have two stges, name- ly full -time training and post delimitation practice, ineludind overall assemble for training, points deep- einig and post delimitation practice, this paper takes assessment in eachlink, assessment upon the expiry of the training and evaluation of post competency, combines its training with evaluation and appointments, to train new people fasting into the company and adapting to workplace immediately, in addition, according to evaluate results of post competency, appointments of the excellent, management mechanism of＂ integration of training, evaluation and career development＂ is built from the beginning of training and employment of enterprise.

关 键 词：新入企员工 培训 评价 

分 类 号：F241[经济管理—劳动经济]