摘要：在日益激烈的竞争环境中，企业传统的人员招聘测评方法在很大程度上已经制约了企业的发展。针对企业传统人员招聘测评方式存在的问题，企业正在寻求解决之道。胜任力和人才测评的结合与应用正是解决该问题的专业化途径，力求通过胜任力测评来实现人职匹配。
尽管我国很多中小企业在人员招聘测评体系中已经建立或准备建立人员测评的胜任力模型，但真正能够将其运用自如的企业却屈指可数。
本文主要探讨我国中小企业将胜任力模型与招聘流程中的人员测评相结合的问题。在整理国内外研究现状的基础上，通过分析我国中小型企业在招聘流程中的人员测评的特点，尝试构建基于胜任力的人员招聘测评模型。研究所构建模型的优势及弊端，希望能够提高组织选拔人才的有效性。
关键词：胜任力；胜任力模型；人员测评
Abstract:In the increasingly fierce competition environment, traditional recruitment testing methods have restricted the development of enterprises at large. Enterprises are finding solutions to the existing problem of the traditional recruitment assessment mode. The combination and application of Competency and talent assessment is the professional way to this problem, and the match of people and post can be realized through the competency assessment.
Although many Chinese small and medium-sized enterprises are ready to establish or have established personnel assessment of competence model in the recruitment of assessment system ,few enterprises are really able to apply this model freely.
This paper mainly discusses the problem about the combination between the competency model and the staff recruitment process in Chinese small and medium enterprises. On the basis of the relevant researches home and abroad, trying to build the recruitment assessment model ,through the analysis of some characteristics of evaluation based on competency in the personnel recruitment of small and medium-sized enterprises. By making researches of advantages and disadvantages of the model, I hope to improve the effectiveness in selecting talented people of the organization.
Key Words：Competency；Competency model；Personnel assessment
提示：本站支持手机（IOS，Android）下载论文，如果手机下载不知道存哪或打不开，可以用电脑下载，不会重复扣费
