摘要
通过观测A高职院校2011—2014年干部换届后的胜任能力情况发现,中层管理者知识与能力等与岗位匹配存在偏差,在于岗位类别未分类、考核内容与等次粗略和评价主体与范围模糊等因素。因此,基于通用能力和专业能力多维度多层次构建高职院校中层管理者胜任能力模型,可以实现人岗匹配和绩效评价,并运用于后备干部选拔工作,论证了模型的信度和效度。
Through the observation on competency of middle managers after the 2011-2014 selection in a vocational college, it is found that there are deviations between middle managersJ knowledge and ability and the post matching. The deviations are caused by the unsorted job category, the rough assessment contents and orders and the indefinite evaluation subject and scope. Therefore, the construction of competency model of middle managers in vocational colleges, based on the multiple dimensions and the different lev-els of general ability and professional ability, will realize the matching of managers and posts, can be applied to the selection of re-serve managers, and demonstrate the reliability and validity of the model.
出处
《成都航空职业技术学院学报》
2017年第4期72-74,共3页
Journal of Chengdu Aeronautic Polytechnic
基金
成都航空职业技术学院课题"高职院校中层管理者胜任模型研究"(编号:061532y)的阶段成果之一
关键词
高职院校
能力模型
模型应用
vocational college, competency model, model application
