胜任力模型与传统工作分析间的差异.pdf

LOGO 胜任力模型与传统工作分析间的差异 What is ((or should be)) the difference between comppetencyy modeling and traditional job analysis? 主讲人：陈霖 学号：2010000933 Contents 11 Background 2 Comparing and contrasting TJA and CM 33 CCross ffertilitilizatition off TJATJA andd CMCM: Recommendations and future research 4 Conclusion Definition competency modelingcompetency modeling 胜任力胜任力模型模型  我们常说的胜任力模型通常指的是能力素质模型。  对对组织或企业中的某组织或企业中的某一个个职位位，依据其依据其职责要求责要求 所提出的，为完成本职责而需要的能力支持要素 的集中表示的集中表示。  担任某一个特定的任务角色所必须具备的胜任力 总和总和。。 traditional job analysis(TJA) 传统工作分析  确定完成各项工作所需技能、责任和知识的系统 过指程。 Backgground In many organizations, Competency Modeling (CM) has replaced Traditional Job Analysis (TJA) for a host of human resourceAnalysis (TJA) for a host of human resource applications. There seems to beThere seems to be no professionalno professional consensus regarding the difference between TJA and CM. CM and TJA are thought to replace one another. Article basic views: CM and TJA supplement rather than displace one anotheranother, and they ought to co and they ought to co-exist inexist in the human resource toolbox of any organizationorganization 文章的基本观点文章的基本观点：：CMCM和和TJATJA相互补充而不是取代相互补充而不是取代彼彼 此，而且他们应该共存于任何组织的人力资源工具 箱中。 Primaryy Objjectives highlight the different purposes they may serve cllarifify diffdifferences 突出它们突出它们可能支持的不同能支持的不同目标标 between TJA and CM 分清TJA和CM之间的 primaryprimary 不不同之之处 objectivesobjectives developdevelop thethe casecase forfor theirtheir cap