| 1. | Creating a competence - based corporate culture
创造基于能力的企业文化 |
| 2. | Competence - based interview
基于能力的面试 |
| 3. | The emergency logistics management is analyzed from the new viewpoint of capability
摘要从基于能力的崭新视角对应急物流管理进行了分析。 |
| 4. | The new trend of human resource management from job - based human resource management to competency - based human resource management
从基于工作的人力资源管理到基于能力的人力资源管理 |
| 5. | The new trand of human resonurce management from job - based human resource management to competency - based human resource management
从基于工作的人力资源管理到基于能力的人力资源管理 |
| 6. | Building up a model for the decision on the boundary of the firm according to both the competence of production and the competence of coordination
*提出了基于生产能力和协调能力的企业边界决定模型，并根据企业和市场在生产能力和协调能力对比中的不同情况组合，提出了基于能力的规制结构决策模型。 |
| 7. | Chapter six studies the process of individual competencies development and accumulatiom from the perspective of career , and analyzes the competencies increasing mechanism in the course of career development , and thereupon put forward a competencies - based theory of career development
第六章从职业的角度研究了个人能力发展和积累的过程，分析了职业发展过程中能力的增长机理，提出了基于能力的职业发展理论。 |
| 8. | Grounded on the organic characteristic of individual ' s competencies and the synergic nature among competency elements , the fourth chapter studies the " synergy appraisal " method of knowledge workers " competencies in order to overcome the defect of traditional linear appraisal methods
基于能力的有机性和能力元素内部的共协性，第四章研究基于“共协观”的知识工作者效能评价方法，用以克服传统的简单线性评价方法的局限性。 |
| 9. | With knowledge worker as the research object , this research mainly studies the critical theoretic issues on knowledge workers " competencies , such as identification of effective competencies related to performance , competencies appraisal , and competencies development in short and long terms , to construct and develop the theory of competency - based human resource management
本研究将知识工作者作为研究对象，以“能力”为主线，着重研究企业情境中，知识工作者有效工作能力的识别和构成、效能的评价、能力发展的学习机制、能力发展的职业途径等基于能力的人力资源管理中的一些基本理论问题，建构基于能力的人力资源管理的理论体系。 |
| 10. | Secondly , by analyzing the competitive environment and diagnosing the enterprise culture situation of clic , the author points out that it is imperative for clic to enforce the core competence and react positively to the competition from the foreign and domestic insurance companies . in the meantime , the author advocates that basing on , abstracting and integrating the original enterprise culture , clic can build a new one that relies on its ability , adapts to different competitive environment and elevates the corporation ' s operation performance
第二个层面是通过分析中国人寿保险公司所面临的竞争环境，诊断中国人寿保险公司企业文化现状，指出中国人寿保险公司提高核心竞争力，应对外资保险和国内其它保险公司的竞争是进行文化管理，必须在保险公司原有企业文化的基础上，进行提炼和整合，建设出基于能力的、能适应新的竞争环境的和能提升企业经营业绩的全新企业文化。 |
