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随着经济的发展,市场竞争逐渐白热化,企业之间的竞争早已经不是最初的简单竞争,因而越来越多的企业管理者将关注重点放在了人力资源上,希望提高员工的实际业绩以提高企业的实际竞争力。长期以来,如何通过选拔或招聘让合适的人做合适的工作,或者通过一定的培养和培训活动将适当的人塑造成某方面人才,使得“位得其人、人尽其才、适才适所、人事相宜”一直是人力资源管理工作者的关注重点。从人力资源管理的角度看,前者涉及人职匹配问题,后者涉及培训和职业生涯规划问题。在新经济特点的基础上,人力资源管理出现了新的特征:人性化的新理念、扁平化的组织结构、工作边界的模糊化、内容的不稳定性以及技能的提高、知识型员工不断的涌现等。胜任素质方法在这种环境中越来越被广泛运用,在人力资源系统的每个流程中占据着至关重要的位置。
With the development of economy, market competition has become increasingly intense, and the competition between enterprises has long been not the first simple competition. Therefore, more and more enterprise managers focus their attention on human resources, hoping to improve the actual performance of employees. Improve the actual competitiveness of enterprises. For a long time, how to select the right people to do the right job through selection or recruitment, or to shape the right person into a certain talent through a certain training and training activities, so as to “make him the best person, the best person, the right person, the right person” Proper “” has always been the focus of human resources management workers. From the perspective of human resources management, the former involves the issue of matching people’s positions, while the latter involves the issues of training and career planning. On the basis of the characteristics of the new economy, new features of human resources management have emerged: the new concept of human nature, the flat organizational structure, the blurring of work boundaries, the instability of content, the improvement of skills, and the continuous development of knowledge workers. Emergence and so on. The competency approach has become more and more widely used in this environment, and it occupies a critical position in every process of the human resources system.