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通过统计检验,得出如下结论:(1)不同管理层次中高绩效者与一般绩效者存在显著差异的胜任力项目不同:(2)随着管理层次提升,同一管理层次中高绩效者与一般绩效者存在显著差异的胜任力项目减少;(3)全体人力资源管理人员中高绩效者与一般绩效者存在显著差异的胜任力项目多于任一管理层次的;(4)在高绩效者与一般绩效者存在显著差异的胜任力项目上,前者的评价基本上都高于后者。为获取和培养胜任的企业人力资源管理人员提供了决策依据,并提出人力资源管理人员胜任力进一步研究的思路、
Through statistical tests, the following conclusions can be drawn: (1) Competence projects with significant difference between high-performance managers and general performance managers in different management levels are different: (2) As the management level increases, the high- and low- (3) There are more competencies among all HR managers who have significant difference between high-performance and general-performance ones than any management level; (4) In the case of high-performance and general performance There are significant differences in competency projects, the former’s evaluation is basically higher than the latter. It provides the decision-making basis for obtaining and cultivating competent human resources management personnel and puts forward the idea of further researching the competence of human resource management personnel.