基于岗位胜任素质模型的人力资源培训系统设计——以M公司人力资源部经理为例  

Design of Human Resources Training System Based on Job Competency Model——Taking the human resources manager of company M for example

作　　者：李芝山[1] 

机构地区：[1]湖南财政经济学院,湖南长沙410205

出　　处：《湖南财政经济学院学报》2011年第5期138-143,共6页Journal of Hunan University of Finance and Economics

基　　金：湖南省哲学社会科学基金项目"以战略为导向的企业大学发展问题研究"(项目编号:2010YBB041);湖南省情与决策咨询研究课题"新型工业化战略背景下学习型企业建设问题研究"(项目编号:2010BZZ104)阶段性研究成果之一

摘　　要：岗位胜任素质模型是指为完成岗位工作,达成岗位优秀绩效目标所应具备的一系列不同素质要素的组合。依据岗位胜任素质模型进行培训有助于节约培训开支、增强培训针对性和培养更多优秀员工。岗位胜任素质模型构建包括明确企业发展战略、定义岗位绩效标准、行为事件访谈、胜任素质提炼、初建岗位胜任素质模型和验证岗位胜任素质模型六个步骤。基于岗位胜任素质模型的培训系统包括需求分析、计划制定、计划实施与效果转化、效果评估四个环节。The job competency model is a series of different elements of competency to complete the post work and achieve the performance objectives excellently. It will help to save the training costs, enhance the training purposeful and cultivate more excellent staffs. The building steps of job competency model include six links, such as a clear corporate strategy, defining job performance standards, behavioral event interviews, competency refined, first building and verification of job competency model. The training system based on job competency model is composed of needs analysis, planning, pro- gram implementation and effectiveness conversion, effectiveness assessment.

关 键 词：胜任素质 岗位胜任素质模型 培训系统 

分 类 号：C975[经济管理—劳动经济] F241