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在传统的人力资源管理中,是以业绩为绩效来评估员工的工作效益的,这样的绩效管理方式存在很多的不足之处。胜任力模型在民营企业人力资源管理中的应用,准确地评估了不同职位的胜任因素及重要程度,帮助员工正确认识自己,明白自己的长处与无法胜任这一职位的原因,这些有效信息能够帮助企业人力资源管理部门制订科学合理的人才培训方案,进行有效的绩效管理,明确每一个员工的能力特点,进行人才的选拔与任用,同时让员工明白自己还有哪些地方需要提升,发挥企业培训的作用,切实促进企业人力资源的全面发展,为公司的长远发展打下坚实的基础。
In the traditional human resource management, performance is the performance to evaluate the staff’s work efficiency, there are many deficiencies in this way of performance management. Competency model in human resources management of private enterprises, accurately assess the competence and importance of different positions to help employees understand themselves correctly, understand their strengths and the reasons for the position can not be competent, the effective information can help Enterprise human resources management department to develop scientific and rational personnel training programs, effective performance management, a clear ability of each employee characteristics, the selection and appointment of qualified personnel, while allowing employees to understand where else they need to upgrade and give full play to enterprise training And effectively promote the all-round development of the human resources of the enterprise, laying a solid foundation for the long-term development of the company.