一般来说,衡量员工的专业能力有三种方法：能力要素评估法、目标达成评估法和行为评估法,其比较分析如表1所示,这三种方法各有利弊,而且在运用上有一定的局限性。比如说,行为评估法对企业的人力资源管理水平及从业人员素质要求较高,华为公司目前使用此种方法；目标达成评估法对处于创业期的业绩导向企业较合适,其实在操作过程中用绩效考核代替之,不是严格意义上 In general, there are three ways to measure the professional competence of employees: the assessment of ability factors, the assessment of achievement of goals and the assessment of behavior. As shown in Table 1, each of the three methods has its advantages and disadvantages and its application Limitations. For example, the behavioral assessment of the enterprise’s human resources management level and the quality of practitioners demanding higher, Huawei is currently using this method; goal to reach the valuation method in the entrepreneurial performance-oriented enterprises more appropriate, in fact, in the course of operation Instead of performance appraisal, it is not in the strict sense