岗位胜任特征模型的企业人才测评中心构建研究
摘要·······························································4摘要·······························································4Abstract···························································51 绪论·····························································6 1.1 研究背景与意义··············································61.1.1 研究背景················································61.1.2 研究意义················································6 1.2 国内外研究现状与述评········································81.2.1 胜任特征模型研究现状····································81.2.2 人才测评研究现状········································91.2.3 国内外研究现状的述评····································10 1.3 研究内容与方法··············································101.3.1 研究内容················································101.3.2 研究方法················································102 论文研究的理论基础··············································11 2.1 岗位胜任特征模型···········································112.1.1 岗位胜任特征模型概述··········
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研究方法················································102 论文研究的理论基础··············································11 2.1 岗位胜任特征模型···········································112.1.1 岗位胜任特征模型概述···································112.1.2 岗位胜任特征模型的作用·································11 2.2 人才测评···················································122.2.1 人才测评的定义·········································122.2.2 人才测评的理论基础·····································123 基于岗位特征胜任模型的人才测评中心的构建·······················133.1 构建原则···················································133.2 构建流程···················································14 3.2.1 基于工作分析确定绩效标准·······························14 3.2.2 确定效标样本，编制问卷·································15 3.2.3 收集胜任特征数据信息···································15 3.2.4 分析数据信息，构建胜任特征模型·························15 3.2.5 验证并修正胜任特征模型·································15 3.2.6 选取测评方法和测评手段·································15 3.2.7 岗位胜任特征模型的应用·································174 上海LK公司案例分析·············································18 4.1 案例背景···················································18 4.2 基于岗位胜任特征模型的企业人才测评中心的构建与实施方法·····19 4.3 实施效果反馈···············································245 结论····························································25 5.1 研究结论···················································25 5.2 研究展望与不足·············································25参考文献··························································27致谢······························································28随着社会的飞速发展以及现代科学技术水平的急剧变化，各型企业，无论规模大小，实力如何，都铆足劲头抢占市场，同行企业存在竞争在所难免。选拔、吸收、培养并留住优秀员工让其在企业、在自身工作岗位上发挥重要作用，已成为企业在市场洪流中制胜的关键因素。在如此激烈的市场竞争中，人力资源这一要素开始凸显其对于企业成功的重大意义。 目 录
摘要4
Abstract5
1 绪论6
1.1 研究背景与意义6
1.1.1 研究背景6
1.1.2 研究意义6
1.2 国内外研究现状与述评8
1.2.1 胜任特征模型研究现状8
1.2.2 人才测评研究现状9
1.2.3 国内外研究现状的述评10
1.3 研究内容与方法10
1.3.1 研究内容10
1.3.2 研究方法10
2 论文研究的理论基础11
2.1 岗位胜任特征模型11
2.1.1 岗位胜任特征模型概述11
2.1.2 岗位胜任特征模型的作用11
2.2 人才测评12
2.2.1 人才测评的定义12
2.2.2 人才测评的理论基础12
3 基于岗位特征胜任模型的人才测评中心的构建13
3.1 构建原则13
3.2 构建流程14
3.2.1 基于工作分析确定绩效标准14
3.2.2 确定效标样本，编制问卷15
3.2.3 收集胜任特征数据信息15
3.2.4 分析数据信息，构建胜任特征模型15
3.2.5 验证并修正胜任特征模型15
3.2.6 选取测评方法和测评手段15
3.2.7 岗位胜任特征模型的应用17
4 上海LK公司案例分析18
4.1 案例背景18
4.2 基于岗位胜任特征模型的企业人才测评中心的构建与实施方法19
4.3 实施效果反馈24
5 结论25
5.1 研究结论25
5.2 研究展望与不足25
参
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研究方法················································102 论文研究的理论基础··············································11 2.1 岗位胜任特征模型···········································112.1.1 岗位胜任特征模型概述···································112.1.2 岗位胜任特征模型的作用·································11 2.2 人才测评···················································122.2.1 人才测评的定义·········································122.2.2 人才测评的理论基础·····································123 基于岗位特征胜任模型的人才测评中心的构建·······················133.1 构建原则···················································133.2 构建流程···················································14 3.2.1 基于工作分析确定绩效标准·······························14 3.2.2 确定效标样本，编制问卷·································15 3.2.3 收集胜任特征数据信息···································15 3.2.4 分析数据信息，构建胜任特征模型·························15 3.2.5 验证并修正胜任特征模型·································15 3.2.6 选取测评方法和测评手段·································15 3.2.7 岗位胜任特征模型的应用·································174 上海LK公司案例分析·············································18 4.1 案例背景···················································18 4.2 基于岗位胜任特征模型的企业人才测评中心的构建与实施方法·····19 4.3 实施效果反馈···············································245 结论····························································25 5.1 研究结论···················································25 5.2 研究展望与不足·············································25参考文献··························································27致谢······························································28随着社会的飞速发展以及现代科学技术水平的急剧变化，各型企业，无论规模大小，实力如何，都铆足劲头抢占市场，同行企业存在竞争在所难免。选拔、吸收、培养并留住优秀员工让其在企业、在自身工作岗位上发挥重要作用，已成为企业在市场洪流中制胜的关键因素。在如此激烈的市场竞争中，人力资源这一要素开始凸显其对于企业成功的重大意义。 目 录
摘要4
Abstract5
1 绪论6
1.1 研究背景与意义6
1.1.1 研究背景6
1.1.2 研究意义6
1.2 国内外研究现状与述评8
1.2.1 胜任特征模型研究现状8
1.2.2 人才测评研究现状9
1.2.3 国内外研究现状的述评10
1.3 研究内容与方法10
1.3.1 研究内容10
1.3.2 研究方法10
2 论文研究的理论基础11
2.1 岗位胜任特征模型11
2.1.1 岗位胜任特征模型概述11
2.1.2 岗位胜任特征模型的作用11
2.2 人才测评12
2.2.1 人才测评的定义12
2.2.2 人才测评的理论基础12
3 基于岗位特征胜任模型的人才测评中心的构建13
3.1 构建原则13
3.2 构建流程14
3.2.1 基于工作分析确定绩效标准14
3.2.2 确定效标样本，编制问卷15
3.2.3 收集胜任特征数据信息15
3.2.4 分析数据信息，构建胜任特征模型15
3.2.5 验证并修正胜任特征模型15
3.2.6 选取测评方法和测评手段15
3.2.7 岗位胜任特征模型的应用17
4 上海LK公司案例分析18
4.1 案例背景18
4.2 基于岗位胜任特征模型的企业人才测评中心的构建与实施方法19
4.3 实施效果反馈24
5 结论25
5.1 研究结论25
5.2 研究展望与不足25
参
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