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随着我国现在各大企业对人力资源绩效管理体系的不断重视,其在实践能力方面也在不断提升。近年来,胜任力观点被提出,学术界和企业界发现其对人力资源绩效管理有重要的作用,所以成为现在各大企业着重研究的问题。一部分的企业通过对胜任力的推广和使用,在人力资源管理上取得了重大的进步。但是因为对个别问题认识不足,致使基于胜任力的人力资源绩效管理体系仍旧存在一些问题。本文就人力资源绩效与胜任力的关系、基于胜任力的人力资源绩效管理目标、构建基于胜任力的人力资源绩效管理体系的措施三方面展开论述。
With the continuous emphasis of human resources performance management system in our country nowadays, their practical abilities are also constantly improving. In recent years, the competency point of view has been put forward, and academics and enterprises have found that it plays an important role in the performance management of human resources. Therefore, it has become a major issue nowadays. Some enterprises have made significant progress in human resources management through the promotion and use of their competencies. However, due to lack of understanding of individual problems, there are still some problems in competency-based human resources performance management system. This article discusses the relationship between HR performance and competency, based on the competency objectives of HR performance management, and the measures to build HR performance management system based on competency.