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首页> 外文会议>International Conference on Information Management, Innovation Management and Industrial Engineering;ICIII 2009 >Research on Fuzzy Comprehensive Evaluation of Ron6;D Staff Based on Competency Model and Case Analysis
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Research on Fuzzy Comprehensive Evaluation of Ron6;D Staff Based on Competency Model and Case Analysis

机译：基于胜任力模型和案例分析的Ron6; D人员模糊综合评价研究

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摘要

Based on the competency evaluation theory, this paper analyzes Ron6;D staffȁ9; s core competency by using Question-and-Answer Survey and Behavioral Event Interviewing. The author not only establishes evaluation index system of Ron6;D staffȁ9; s core competency, but also uses fuzzy mathematics to set the fuzzy comprehensive evaluation model of calculating Ron6;D staffȁ9; s core competency. we This model is based on the five first-class indicators consisting of personal qualities, knowledge levels, working ability, achievement motivation and team spirit and 17 second-class indicators. By empirical case study on competency evaluation index system, it helps to avoid subjectivity and uncertainty brought about by traditional methods, in this sense, it contributes to the improvements of the effective HR management. The index system and model established under guidance of competency theory as well as scientific analysis and evaluation method in this paper can be used to guide the work of recruitment, selection, promotion and successor-planning of suitable personnel.
机译：基于能力评价理论，本文对Ron6; Dstaffȁ9;通过问答调查和行为事件访谈获得核心能力。作者不仅建立了Ron6; D人员ȁ9; Ron6的评价指标体系。核心能力，但也运用模糊数学来建立计算Ron6; D员工ȁ9;的模糊综合评价模型。的核心能力。我们的模型基于五个一级指标，包括个人素质，知识水平，工作能力，成就动机和团队合作精神以及17个二级指标。通过对能力评价指标体系的实证研究，有助于避免传统方法带来的主观性和不确定性，从这个意义上讲，它有助于改进有效的人力资源管理。本文以胜任力理论为指导，以科学的分析和评价方法为基础，建立了指标体系和模型，可用于指导人才的选拔，选拔，晋升和继任计划工作。

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