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首页> 外文会议>2011 International Conference of Information Technology, Computer Engineering and Management Sciences >Training Needs Analysis of Talent Intermediary Organization Based on Goldstein Model - A Case Study of a Talent Intermediary Organization
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Training Needs Analysis of Talent Intermediary Organization Based on Goldstein Model - A Case Study of a Talent Intermediary Organization

机译：基于Goldstein模型的人才中介组织的培训需求分析-以人才中介组织为例。

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摘要

In order to increase the competitive power of talent intermediary organization, a structure and level of job standard ability is established, the capacity gap is identified after compared with the structure of existing ability, and finally the training content is established. By taking a talent intermediary organization as an example, Goldstein Model, Competency Model and Gap Analysis Model are introduced as methods to evaluate training needs process, and the practical process about training needs analysis is illustrated in detail, task competency analysis and personnel analysis process is adopt. The analysis about the talent intermediary of organization, task and staff show that the gap between ideal ability standard with existing capacity structure is training needs content. The corresponding training course according to the content of marketing ability structure and level would be accomplished perfectly. This analysis method has the advantage of dynamical analysis position requirement, further making the training content which can be satisfied with the realization of enterprise strategic target. These criteria and publication of future robust TNA initiatives should be encouraged.
机译：为了提高人才中介组织的竞争能力，建立了工作标准能力的结构和水平，通过与现有能力结构的比较确定了能力差距，最后确定了培训内容。以人才中介组织为例，介绍了戈德斯坦模型，能力模型和差距分析模型作为评估培训需求过程的方法，并详细说明了培训需求分析的实际过程，任务胜任力分析和人员分析过程为采纳。对组织，任务和人员的人才中介的分析表明，理想能力标准与现有能力结构之间的差距是培训需求的内容。根据营销能力结构和水平的内容，可以相应地完成相应的培训课程。这种分析方法具有动态分析职位要求的优点，进一步使培训内容可以满足企业战略目标的实现。应该鼓励这些标准以及未来强大的TNA计划的发布。

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