BEI建构胜任力模型的局限性与改进措施  

On the Limitation of Behavior Event Interview and It's Improvement Measures

作　　者：李永瑞[1] 葛爽[1] 王蔺茜[1] 

机构地区：[1]北京师范大学政府管理学院

出　　处：《中国人力资源开发》2014年第24期44-49,共6页Human Resources Development of China

摘　　要：行为事件访谈(Behavior Event Interview,简称BEI)作为建构胜任力模型最常用方法,要保证其科学性必须同时满足三个条件:一是有足够的代表性访谈样本;二是访谈样本有故事可讲且能讲故事;三是建模人员在建模经验上有公信力。文章对中文期刊上单独采用BEI建构胜任力模型的14项研究进行了分析,结果发现大多数研究难以同时满足这三个条件,迫切需要对BEI进行完善以增强其有效性。文章提出综合采用多种方法交互验证,从不同视角强化BEI问题设计的针对性,多角度收集访谈数据并对其进行多层级处理等改进措施。Behavior Event Interview, as the most popular method of competency modeling, can be used only when the following three prerequisites are fully satisfied at the same ~nc： the first is the number of typical samples is sufficient; the second is the samples have ＂stories＂ to tell and can tell fluently; the last is the rescarchcrs＇ experience in competency modeling convinced. However, based on the investigation for 14 papers focusing on competency modeling published in Chinese, results showed that it is very difficult to meet the three prerequisites sirnultanenusly in most situations, therefore, it is very urgent to strengthen the effectiveness of BEI through methodical improvement. Correspondingly, the solutions were put forward in which combing multi-methods with BEI to test and verify one another, pinpointing the targets of question designing and collecting data, then analyzing it from diffewnt perspectives.

关 键 词：行为事件 访谈 胜任力模型 BEI问题设计方法 交互验证 

分 类 号：C936[经济管理—管理学] C931