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企业培训课程的实施往往基于员工的能力模型。通常是把员工的能力分为三个维度,知识、技能、心智(心态),然后根据员工在这三个维度卜需要填补的短板来设计课程。判断员工在这三个维度上的短板共有两种方法。一种是归纳法,即通过对特定岗位员工群体中的业绩优秀员工、业绩平平员工和不称职员工的行为事件访谈,比较、发掘、归纳他们的行为差异。另一种是演绎法,即从企业战略和流程的工作指标,依据经验推导出特定岗位员工群体在知识、技能和心智方面应该具备的条件。最后培训部门根据基于能力模型所
The implementation of enterprise training courses is often based on the employee’s competency model. It is common to categorize employee competencies into three dimensions, knowledge, skills, mindset, and then design lessons based on the short board that employees need to fill in each of the three dimensions. There are two ways to judge the employee’s short board in these three dimensions. One is inductive method, that is, through the interviews with behavioral events of outstanding employees, mediocre employees and incompetent employees in a specific job employee group to compare and find out their behavioral differences. The other is the deductive method, that is, from the business strategy and process work indicators, based on experience derived from a specific position of the employee groups in the knowledge, skills and mental aspects that should have. The final training department is based on a competency-based model