某建筑设计院结构专业人员基于胜任力的绩效体系构建【摘要】在市场经济快速发展的大环境下，国内企业之间的竞争不断加剧，传统的人力资源管理模式渐渐落后于时代的发展，取而代之的是人们更加关注企业员工能力的发展和培养，研究新的人力资源管理模式。绩效管理作为人力资源管理的一大模块，也存在转变管理观念和方法的需求。本文以某建筑设计院为案例，探究胜任力和胜任力模型对结构专业人员的影响，提出来构建结构专业人员基于胜任力的绩效体系。对于构架基于胜任力的绩效体系，本文先阐述设计原则和思路，再通过均值和信度分析方法确定胜任力模型。然后在胜任力模型的基础上，结合企业战略目标并关注绩效体系的实施应用分别说明如何运用在绩效目标、绩效监控与辅导、绩效考核以及绩效沟通和反馈中，最后将绩效结果运用到某建筑设计院结构专业人员的薪酬、培训和职业发展规划。通过本文，能够为某建筑设计院结构专业人员绩效体系提供参考，能够在理论上为国内其他建筑设计企业提供绩效体系的优化和借鉴。【关键词】结构专业人员；胜任力；绩效体系 ⅠThe construction of a performance system based on competence for structural professionals of an architectural design institute[Abstract] In view of the quick developments of the market economy, battles between Chinese companies is becoming increasingly severe, old human resource model can't keep up with the times. Differently, people attach more attention to the quality and development of employees. And finding brand new human resource management model. Performance management plays an important part as a main module. As a main module, it needs to update administration concepts and ways.Taking an architectural design institute as an example, this paper proposes a proposal to construct the performance system of structural experts based on the ability to examine the effects of the ability and the capability model on the structural experts. For the performance system based on competency, this paper first describes the design principles and ideas, and then t...
