| 基于胜任力模型的BEI面试选拔新技术 |
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| 引用本文： | 薛琴,宋成一.基于胜任力模型的BEI面试选拔新技术[J].科学学与科学技术管理,2008,29(2):189-194. |
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| 作者姓名： | 薛琴 宋成一 |
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| 作者单位： | 河海大学,商学院,南京,210098 |
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| 摘 要： | 针对企业人才面试选拔效度较低的问题,将胜任力模型构建的经典实证研究方法BEI用于企业招聘.介绍了BEI实施假设,根据其特点设计了实施模式与实施程序,并运用该程序对3位候选人进行胜任水平求解与评价,最后对其优缺点及实施过程中的注意事项做了说明.
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| 关 键 词： | 胜任力模型 面试 选拔 |
| 文章编号： | 1002-0241（2008）02-0189-06 |
| 收稿时间： | 2007-08-08 |
| 修稿时间： | 2007年8月8日 |
A New Interview and Select Technology Called BEI Based on Competency Model |
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| XUE Qin,SONG Chengyi.A New Interview and Select Technology Called BEI Based on Competency Model[J].Science of Science and Management of S.& T.,2008,29(2):189-194. |
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| Authors: | XUE Qin SONG Chengyi |
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| Abstract: | In the light of the low efficiency of selecting talents in enterprises' interview, BEI, the classic research method built in competency model, is used in enterprises' interview. This article introduces the hypothesis of carrying out BEI, and then the mode and formula of carrying out it are designed according to its characters. Besides, the for- mula is applied to find the solution and assess the competency of three candidates. Finally, its advantages and disad-vantages and the points for attention in the course of carrying out it are illustrated. BEI is a scientific interview tech- nique that provides enterprises with a quantitative method with forecasting its future effects. |
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| Keywords: | BEI |
| 本文献已被 CNKI 维普 万方数据 等数据库收录！ |
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