纺织行业企业核心职能发展与应用.pptVIP

企業核心職能發展與應用 為何要研究職能並加以應用？ 將企業文化、經營理念、政策等價值觀融入經營管理機能 應用職能提升HR在人力資本的管理品質 將企業文化融入組織成員（醞釀、培養與成長） 建立企業內部人力管理一致管理標準 統一超商的企業文化 延續統一的經營哲學 誠實、苦幹、追求卓越 重視商品、服務、衛生、清潔 重視組織和諧與倫理 品德操守第一、績效次之 重視基層管理與業務經歷的養成 重視團體績效 重視人才培育 中國式的管理模式 知識管理-知識的迴旋(Spiral of Knowledge) 報告綱要： 職能的意義 職能的發展方法（Spencer’s model） 職能的應用 甄選面談 人才庫管理 Definition of a Competency Is an underlying characteristic of an individual that is causally related to criterion-referenced effective and / or superior performance in a job or situation. Underlying characteristic means competency is a fairly deep and enduring part of a person’s personality and can predict behavior in a wide variety of situation and job tasks. Causally related means that a competency causes or predicts behavior and performance. Criterion-referenced means that the competency actually predicts who does something well or poorly. Underlying characteristic of an individual’s competency Causal Relationships Competencies always include an intent motive or trait force which cause action toward an outcome e.g. knowledge and skill competencies invariably include a motive, trait or self-concept which provides the drive or push for the knowledge or skill to be used. Behavior without intent doesn’t define a competency e.g. management by walking around Causal flow model can be used to do behavioral analysis Causal flow model Criterion Reference A characteristic or credential that makes no difference in performance is not a competency and should not be used to evaluate people. The criteria most frequently used in competency studies are: Superior performance performance above average among peer Effective performance above minimally acceptable level of work 解釋名詞 Behavior the actions taken by an incumbent to perform job responsibilities successfully in a particular situation writing report, driving a truck, leading a team meeting… Motivation aspects of work that may lead to job satisfaction, organizational commitment and turnover job satisfaction, geographical location