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过去几十年来,各机构都在招聘和发展人才中强调“竞争力”。工作要求被分解为各个技能,招聘掌握技能的人。但是21世纪的商业情况复杂不稳定,顶尖人才市场又十分紧俏,这一模型已经不再适用了。作者花费三十年追踪评估经理主管人员并研究其中的影响因素,他认为从最基层的管理人员到公司最高层的主管,潜力都是影响其表现的最重要的因素。他举了两个例子,
Over the past few decades, agencies have emphasized “competitiveness” in recruiting and developing talent. Job requirements are broken down into skills that recruit skilled people. However, the business situation in the 21st century is complicated and unstable, and the top talent market is in short supply. This model no longer applies. The author spent 30 years tracking the evaluation manager and investigating the factors that affect him. He believes that from the grass-roots level executive to the top level executive, potential is the single most important factor affecting his or her performance. He gave two examples