文档介绍：摘要在市场环境瞬息万变、知识更新速度不断加快的 21 世纪,企业核心竞争力的形成与增强越来越依靠人力资源来实现,企业间的竞争已主要转化为对人才的竞争,人力资源管理已经成为企业发展的重要保证。而企业如何选拔胜任岗位需要的人才,如何确定胜任岗位需要的人才标准,如何考核现有岗位上员工的胜任能力及如何进行胜任能力测评成为企业人力资源管理的关键所在。因此岗位胜任力测评以其对核心竞争力形成与发展的特殊贡献,获得了众多人力资源管理研究者与企业的关注。岗位胜任力是 20 世纪 70 年代初期兴起于美国的一个管理概念。它是用来表征那些个体所拥有的导致其在某个岗位或职位取得优秀绩效的潜在特征的术语。目前,国内大多数企业还没有意识到岗位胜任力测评的重要性,即使一些有远见的企业已经开始使用岗位胜任力测评方法,将其纳入到人力资源管理体系,用于招聘、培训、绩效考核等工作当中,取得了一定的成效,但在实施的过程中也存在着很多的问题。有鉴于此,本文在前人理论研究的基础上,以岗位胜任力作为研究对象,系统地分析了在进行岗位胜任力测评中所存在的问题,并以此提出了相应的改进方法,以期能为企业解决现实问题提供借鉴。本文首先提出岗位胜任力的重要作用,指出企业进行岗位胜任力测评的实际意义。第二部分着重阐述岗位胜任力、岗位胜任力测评的具体含义,包括构成要素、分类和测评原理等,总结和归纳了胜任力的概念和国内外前人的研究成果,为文章的进一步展开提供了理论依据。文章的第三部分及第四部分是全文的主体,在这两部分中,笔者先介绍中国企业人才测评的现状,在此基础上指出了国内企业进行人才测评存在的问题,同时对岗位胜任力测评的可行性进行了分析。第四部分则在第三部分的基础上构建科学的岗位胜任力测评体系。将这一体系分为建立胜任力模型、确定测评方案和实施方案三大部分,创新性的使用“整合法”建立胜任力模型,介绍了相关的人才测评方法,指出存在的问题并加以改进,导入测评工具。文章的第五部分是案例研究,笔者以现实的公司为原型,并以此虚拟出一个公司来实行第四部分所设计的岗位胜任力测评体系,进而增加体系的实践性。文章的最后, 录1 绪论 ·······································································  选题的意义 ············································································  论文的结构体系 ······································································  论文的研究方法及创新点 ··························································  论文的研究方法·································································  论文的创新点···································································· 32 企业岗位胜任力及岗位胜任力测评的含义 ······················· - 4 - 岗位胜任力 ········································································· - 4 - 岗位胜任力的缘起与定义 · ················································ - 4 - 岗位胜任力的构成要素····················································· - 5 - 岗位胜任力的分类··························································· - 7 - 岗位胜任力测评 ··································································· - 8 - 岗位胜任力测评的定义····················································· - 8 - 岗位胜任力测评原理························································ - 9 - 岗位胜任