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创新团队胜任特征是一个具有多层级指标的概念,目前关于胜任特征的评价都只关注综合得分,忽略了胜任特征的多层次性,不能对每个维度层级上被评价人员的胜任特征进行判断,因此无法对团队成员进行优化配置,制约了人力资源管理部门对其成员进行有效选拔、培训和考核.并且,在评价指标权重的确定上容易受到主观性的影响.将物元分析与熵值法结合对创新团队成员的胜任特征进行评价,不仅能从整体对团队成员的胜任特征做出评价,还能对同一等级不同维度的胜任特征进行比较.首先,构建创新团队成员五个胜任特征维度,建立评价成员胜任特征的物元模型;其次,采用熵值法确定了胜任特征维度的权重;最后,通过对装备制造行业某公司7名创新团队成员进行实例分析,验证了评价模型具有较好的实用性.
Competency of innovative team is a concept with multi-level indicators. At present, the evaluation of competency is only concerned with the comprehensive score, ignoring the multi-layered nature of competency, can not judge the competency of the appraisers at each dimension level, Therefore, the team members can not be optimally configured, which restricts the effective selection, training and assessment of their members by the human resources department, and is vulnerable to subjectivity in the determination of the weight of the evaluation index.Using matter-element analysis and entropy method Combining the evaluation of the competency characteristics of the innovative team members, not only the overall competence of the team members can be evaluated, but also the competency characteristics of different dimensions of the same rank can be compared.Firstly, the five competency characteristics of the innovation team members are constructed, Secondly, using the entropy method to determine the weight of the competency dimension; Finally, through the case analysis of seven innovative team members in a company in the equipment manufacturing industry, the author verifies that the evaluation model has a good Practicality.