以行业关键成功因素开发胜任特征模型的案例探讨

Case Discussion on Developing Competence Model with KSFs

由于社会经济环境的变化,为准确地发现、最大限度地开发和利用每个员工的能力,并唤起他们的主体意识,从而进一步提高生产率,提高对新技术、新产品和新市场开拓的效率,增强企业持续竞争优势,确保企业繁荣和员工的发展,越来越多的企业日益重视对胜任特征进行科学系统的管理,关注开发“人员胜任特征库”。如何界定适合本企业战略需要与业务发展状况的胜任特征,成为当前人力资源管理的重点工作之一。目前流行的胜任特征构建方法很多,各有各的优点,但均存在较大风险,不适合我国目前的企业现状。以行业关键成功因素开发胜任特征模型的方法是一种全新的思路,经过实践的检验,证明切实可行。

With the changes of social economic environment, more and more enterprises increasingly attach importance to systematic management of competence and focus on developing “employee competence warehouse” with the aim to find every employee＇ s capacity accurately so that they can fully develop and utilize employees＇ capacity, waken their master ideology, improve productivity and efficiency of developing new technology, new product and new market and enhance sustainable competitive advantage to ensure business prosperity and employees＇ growth. How to define competence that is fit for enterprise strategy and business development is now the emphasis of human resource management. Based on brief analysis of popular competence construction method, the article uses cases to discuss operation method and process of developing competence model with key success factors （ KSFs ）.