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单位的竞争归根结底是人才的竞争,因此提高人才核心竞争力是单位得以长远发展的有效举措,开展人员能力评估、找准差距、有的放矢能达到事半功倍的效果。本文以某具备试飞机构资质的单位为研究对象,通过对飞行试验技术人员(以下简称技术人员)所在的岗位特点及现行能力评估方法进行提炼、分析,经过采样并对样本甄别、研究,建立了技术人员岗位胜任特征模型,初步形成人员培养和评价机制,为实现单位和职工共赢奠定了基础。
In the final analysis, unit competition is talent competition. Therefore, improving the core competence of qualified personnel is an effective measure for long-term development of the unit, carrying out assessment of personnel competency and finding out the difference, with the goal of achieving a multiplier effect. In this paper, a test flight agency qualified units as the research object, through the flight test technicians (hereinafter referred to as the technical staff) where the post characteristics and current capacity assessment method for refining, analysis, after sampling and sample screening, research, established Technical staff post competency model, the initial formation of personnel training and evaluation mechanism for the realization of the unit and workers laid the foundation for a win-win situation.