【论文】胜任力模型以及结构化面试的研究.docxVIP

摘要关于胜任力研究的兴起，源于McClelland博士1973年发表的《测量胜任力而不是智力》一文。在文中，McClelland博士提出，传统的智力测试并不能有效反映一个人的工作能力，继而引入胜任力一词，来描述影响工作绩效的个人条件和行为特征。之后，美国心理学家Spencer在McClelland的研究的基础上，继续对胜任力进行研究，并且给胜任力下了一个经典定义，即“与在工作或情境中的效标参照或优秀表现有因果关系的个人潜在特征”。另外，Spencer还开发了一个可以预测优秀绩效的胜任特征字典。结构化面试是结合了胜任特征发展起来的一种面试，这种面试相对于传统面试，更加规范公正，并且在准确性和可靠性方面也有很大的提高。结构化面试主要包括行为面试和情境面试两种模式，这两种模式的组成大致相同，前者注重个人以前的行为对未来工作绩效的影响，而后者注重个人的意志以及目标对未来工作绩效的影响。结构化面试的结构包括考官的构成结构、测评的要素结构、测评的标准结构以及问题的秩序结构。各结构根据招聘的需要，也会有所改变。基于胜任力模型的结构化面试，就是把胜任力模型应用于结构化面试中。包括确定胜任力模型，编制问题，选择面试人员，制定面试流程，面试的实施，评分与决策六个部分。关键词：胜任力，胜任力模型，结构化面试AbstractIn 1973, Dr. McClelland published a research, Testing for Competence Rather Than for “Intelligence”, and this essay rose the researches about the competency. In the article, Dr. McClelland indicated that traditional intelligence test could not predict one’s ability effectively. He used competency to describe the behavioral characteristic and personal condition that will affect job performance. Later, Dr. Spencer, an American psychologist, did his research based on McClelland’s research, and gave out a classical definition for competency. He defined competency as “an underlying characteristic of an individual that is causally related to criterion-referenced effective and/or superior performance in a job or a situation”. In addition, Spencer developed a competency dictionary suggested criteria for the competencies that predict outstanding performance.Structured interview is a kind of interview that includes competency. This kind of interview is more fair and normative than traditional interview; moreover, structured interview has an outstanding increase in veracity and reliability. Structured interview mainly includes behavioral description interview and situational interview, and the compositions of these two modes are very similar. In the behavioral description interview, the former behavior of an individual is more important to future job performance; while in the situational interview, the motivation and aim of an i