贵州电网公司依托自主创新的人才评价体系架构,以岗位胜任能力为基点,以岗位评价工作为龙头,探索实践出基于岗位胜任力的新员工培养模式。新员工初到企业,处在职业发展的起跑线上,虽具有良好的文化素质与专业基础,但其思想观念和知识技能都与企业的要求有较大的差 Guizhou Power Grid Company relies on independent innovation talent evaluation system architecture, based on job competence, job evaluation as a leader, to explore and practice based on job competency of new staff training model. New employees first arrived in business, at the starting line of career development, although with good cultural qualities and professional foundation, but their ideas and knowledge and skills are with the business requirements have a greater difference