胜任力模型在中小企业的应用  

The Application of Competency Model in SMEs

作　　者：倪良新[1] 

机构地区：[1]安徽行政学院研究咨询部,安徽合肥230059

出　　处：《上海市经济管理干部学院学报》2013年第4期28-32,共5页Journal of Shanghai Economic Management College

基　　金：2012-2013年全国行政学院合作课题<城乡居民工资性收入影响因素与提升对策研究>(项目号:13HZHT139);安徽省教育厅省级教研项目<管理者学习范式与AH-MBA教育模式创新研究>(项目号:2012jyxm885);安徽行政学院院级课题<学院年度绩效考评体系框架建设与应用>阶段性成果(项目号:YJKT1112ZX03)

摘　　要：中小企业吸纳就业人数众多,其人力资源开发不仅关乎企业自身发展,还与人才强国战略等密切相关。引进胜任力模型等管理工具有利于其人力资源管理水平提升,具有深化中小企业人力资源观、构建中小企业人才开发体系、梳理中小企业人力资源流程和整理中小企业组织知识等作用。但建立和实施胜任力模型会受到成本、专业技巧、管理基础等因素制约,因此需要通过强化中小企业经营者能力观念、务实中小企业管理基础,并借助专家指导与外部扶持体系等方式加以解决。SMEs employ a large number of employment. Their human resources development are not only about their own development, but also closely related to the country with talented people strategy. Introduction of management tools such as competency model is benificial to enhance its level of human resource manage- ment, deepen the concept of human resources for SMEs, build a talent development system for SMEs, comb the SME HR processes and organize the SME organizational knowledge. However, the establishment and imple- mentation of a competency model will be restricted by factors such as the cost, professional skills and manage- ment foundation. Therefore, need to strengthen the SME operator＇s ability and idea, consolidate the manage- ment basis, with the expert guidance and external support system to solve them.

关 键 词：中小企业胜任力应用 

分 类 号：F272.92[经济管理—企业管理]