| 1. | An introduction and evaluation of carroll ' s model of cognitive abilities
凯罗的认知能力模型述评 |
| 2. | The ability model of emotional intelligence
情绪智力的能力模型 |
| 3. | Population carrying capacity model based on sustainable development strategy
可持续发展的人口承载能力模型 |
| 4. | Then , analyze positions , to make the standards of the competencies for every position
胜任能力对企业的作用是通过建立胜任能力模型实现的。 |
| 5. | And don ’ t forget to update the competency system when the environment is changing . a material case is introduced for explaining the procedure of founding a competency system more clearly
为了更具体、更形象地说明胜任能力模型的建构和应用,本文引入了导入胜任能力模型的案例。 |
| 6. | In addition , three principles of implementation of competencies model are emphasized in this paper : the alignment , employee engagement & dedication and consistent evaluation
本文还强调了企业实施能力模型的三个原则：与企业战略相结合的一致性原则、员工的参与与敬业度原则及考核原则。 |
| 7. | The competence is the foundation and the logical beginning of human resources management . on the basis of competence model , human resources management can operates relatively and effectively
素质模型或能力模型是人力资源管理的逻辑起点,能够有效保证人力资源后续板块的针对性、有效性。 |
| 8. | Finally , competencies model should be adapted to environment and strategy change . it is also influenced by corporation culture and should be accepted and strongly supported by the management
最后，本文提出实施能力模型应与变革的环境与战略保持一致，注意企业文化的影响以及得到企业领导的认同与推动。 |
| 9. | To find the gap between the competencies that the positions need and the employee have . then , to search a proper way to make the staff get promotion of the competencies in order to fit the positions ’ standards
所谓胜任能力模型,是对在既定职位上实现高绩效工作产出所需要的胜任能力的规范化的文字性描述和说明。 |
| 10. | In the third part , two key steps of implementation of competencies model are elucidated . the first step is to form the core competence according to the company strategy and to formulate related hr strategy
企业要建立一个行之有效的能力模型，必须与其战略紧密联系，并对企业战略所需要的能力进行均衡地评估与明确地界定。 |
