岗位胜任力模型

她是大山的女儿，像一支燃烧的蜡烛，闪耀着灿烂的光辉，照亮了深山孩子的梦想，她和千千万万山村教师一道，努力实践着中国山村的教育梦businesstoorganize,guide,assist,participatorypre-loaninvestigation,providemarketingadviceandresponsibleformarketingadvice.ChapterIIIcontentandprocessafteracceptingtheborrower'sapplicationforthe14thperson,dominatedbyfieldinvestigationandoff-sitesurveysasasupplement,carryoutpre-loaninvestigationwork.Maincontentsareasfollows:(a)theborrowersurveys1.Borrowerforcorporatecustomers,investigatorsshouldinterviewbusiness,management,financeandotherrelatedpersonnel,fieldtripplaceofbusinessandproductionoperations,andaccordingtotheinformationprovidedbythecustomertoverifythebusinessmanagement,authenticityofthefinancialsituation,trade,etc.2.borrowingpeopleforsmallenterpriseof,surveycontentexceptreferencecompanyclasscustomeroutside,alsoshouldfocusconcernactualcontrolpeopleandthemainshareholderspersonalfundingletter,andpractitionersexperience,andmarriagestatus,andhealthstatus,softinformationandfamilyassets,andliabilitiesstatus;focussurveyverifiedenterpriseaccounttable,andbankaccountwater,andtaxinformationandhydropowerwage,spendinginformation,thenverifiedcompanyactualbusinessstatusandthefinancialstatus.3.theborrowerisanaturalperson,theinvestigationshouldfocusonborrowersandtheirfamilies,property,income,debt,credit...Investigatorsshouldfieldsurveys,confirmthemortgagesituation,bywayofassessment,inquiryfindsthevalueofthemortgage.Disagreeswiththedeterminationofvalue,shouldbesubmittedthroughotherevaluationAgency,thesupplementaryinvestigations,fieldsurveys,includingre-evaluationofvalue.1.topropertymortgageof,surveypeopleshouldfieldstudymortgagereal,andverifiedfollowinginformation:housingownershipcardbycontainsMinginformation(ownershippeople,andislocated,andfloor,,androom,,andarea,andtype,)岗位胜任模型个人特征结构，它可以是动机、特质、自我形象、态度或价值观、某领域知识、认知或行为技能，且能显著区分优秀与一般绩效的个体特征的综合表现。中文名岗位胜任模型性质模型作用确保个人完成工作特点显著区分优秀与绩效目录1定义2基本内容3建立岗位胜任模型步骤▪定义绩效标准▪选取分析效标样本▪获取效标样本有关胜任特征的数据资料▪建立岗位胜任模型▪验证岗位胜任模型4作用▪工作分析▪人员选拔▪绩效考核▪员工培训▪员工激励定义20世纪中后期，哈佛大学的戴维·麦克米兰（David·McClelland）教授的研究成果，使人们看到现代人力资源管理理论新的曙光，为企业人力资源管理的实践提供了一个全新的视角和一种更有利的工具，即对人员进行全面系统的研究，从外显特征到内隐特征综合评价的胜任特征分析法。这种方法不仅能够满足现代人力资源管理的要求，构建起某种岗位胜任模型（competencymodel），对于人员担任某种工作所应具备的胜任特征及其组合结构有明确的说明，也能成为从外显到内隐特征进行人员素质测评的重要尺度和依据，从而为实现人力资源的合理配置，提供了科学的前提。基本内容1.知识她是大山的女儿，像一支燃烧的蜡烛，闪耀着灿烂的光辉，照亮了深山孩子的梦想，她和千千万万山村教师一道，努力实践着中国山村的教育梦businesstoorganize,guide,assist,participatorypre-loaninvestigation,providemarketingadviceandresponsibleformarketingadvice.ChapterIIIcontentandprocessafteracceptingtheborrower'sapplicationforthe14thperson,dominatedbyfieldinvestigationandoff-sitesurveysasasupplement,carryoutpre-loaninvestigationwork.Maincontentsareasfollows:(a)theborrowersurveys1.Borrowerforcorporatecustomers,investigatorsshouldinterviewbusiness,management,financeandotherrelatedpersonnel,fieldtripplaceofbusinessandproductionoperations,andaccordingtotheinformationprovidedbythecustomertoverifythebusinessmanagement,authenticityofthefinancialsituation,trade,etc.2.borrowingpeopleforsmallenterpriseof,surveycontentexceptreferencecompanyclasscustomeroutside,alsoshouldfocusconcernactualcontrolpeopleandthemainshareholderspersonalfundingletter,andpractitionersexperience,andmarriagestatus,andhealthstatus,softinformationandfamilyassets,andliabilitiesstatus;focussurveyverifiedenterpriseaccounttable,andbankaccountwater,andtaxinformationandhydropowerwage,spendinginformation,thenverifiedcompanyactualbusinessstatusandthefinancialstatus.3.theborrowerisanaturalperson,theinvestigationshouldfocusonborrowersandtheirfamilies,property,income,debt,credit...Investigatorsshouldfieldsurveys,confirmthemortgagesituation,bywayofassessment,inquiryfindsthevalueofthemortgage.Disagreeswiththedeterminationofvalue,shouldbesubmittedthroughotherevaluationAgency,thesupplementaryinvestigations,fieldsurveys,includingre-evaluationofvalue.1.topropertymortgageof,surveypeopleshouldfieldstudymortgagereal,andverifiedfollowinginformation:housingownershipcardbycontainsMinginformation(ownershippeople,andislocated,andfloor,,androom,,andarea,andtype,)某一职业领域需要的信息（如人力资源管理的专业知识）；岗位胜任模型岗位胜任模型2.技能掌握和运用专门技术的能力（如英语读写能力、计算机操作能力）；3.社会角色个体对于社会规范的认知与理解（如想成为工作团队中的领导）；4.自我认知对自己身份的知觉和评价（如认为自己是某一领域的权威）；5.特质某人所具有的特征或其典型的行为方式（如喜欢冒险）；6.动机决定外显行为的内在稳定的想法或念头（如想获得权利、喜欢追求名誉）。建立岗位胜任模型步骤定义绩效标准绩效标准一般采用工作分析和专家小组讨论的办法来确定。即采用工作分析的各种工具与方法明确工作的具体要求，提炼出鉴别工作优秀的员工与工作一般的员工的标准。专家小组讨论则是由优秀的领导者、人力资源管理层和研究人员组成的专家小组，就此岗位的任务、责任和绩效标准以及期望优秀领导表现的胜任特征行为和特点进行讨论，得出最终的结论。如果客观绩效指标不容易获得或经费不允许，一个简单的方法就是采用“上级提名”。这种由上级领导直接给出的工作绩效标准的方法虽然较为主观，但对于优秀的领导层也是一种简便可行的方法。企业应根据自身的规模、目标、资源等条件选择合适的绩效标准定义方法。她是大山的女儿，像一支燃烧的蜡烛，闪耀着灿烂的光辉，照亮了深山孩子的梦想，她和千千万万山村教师一道，努力实践着中国山村的教育梦businesstoorganize,guide,assist,participatorypre-loaninvestigation,providemarketingadviceandresponsibleformarketingadvice.ChapterIIIcontentandprocessafteracceptingtheborrower'sapplicationforthe14thperson,dominatedbyfieldinvestigationandoff-sitesurveysasasupplement,carryoutpre-loaninvestigationwork.Maincontentsareasfollows:(a)theborrowersurveys1.Borrowerforcorporatecustomers,investigatorsshouldinterviewbusiness,management,financeandothe