摘要
通过采用行为事件访谈、问卷和因子分析等方法构建包含岗位要求、组织战略和企业文化的胜任力模型,以此建立基于胜任力模型的人才评价指标体系,采用多层级模糊评价法确定各层级指标的权重,并进行综合评价,给出胜任力评分,较好地解决了传统人才测评中难以实现的人职匹配、指标量化等问题,具有重要的现实意义。
By adopting means of incidence interview, questionnaire, element analysis, etc, this paper constructs a competency--model--based evaluation method which entails post requirements, organizational strategy and entrepreneur culture. This method applies a multi--layer vague evaluation system to determining the priority of various assignments, conducting an over--all assessment, and scoring their competency, which are of great practical significance and better solve the problems of misallocation of talents and index quantification existent in the conventional talent evaluation system.
出处
《安徽理工大学学报（社会科学版）》
2009年第2期25-28,共4页
Journal of Anhui University of Science and Technology:Social Science
基金
安徽省社会科学规划基金资助项目(AHSK05-06D55)
淮南职业技术学院科研基金资助项目(HKJ08-07)
关键词
胜任力模型
人才评价
模糊综合评价
competency model
talent evaluation
vague comprehensive evaluation
