基于职业发展的员工素质模型构建研究 摘 要知识经济时代组织稳定性降低，给员工的职业发展带来了挑战。员工自身素质的强弱，成为了决定职业发展成败的主要因素。素质模型则为员工提供了获得职业发展的通用的工具和方法,它能帮助员工在未来更具挑战的时代中工作效率更高。本文通过对职业发展和素质、素质模型及其相互关系的研究，以及结合前人的研究成果，主要围绕麦克利兰的 21 项通用素质要项作为主要参照标准，采用了直接观察、问卷调查、行为事件访谈等方法归纳出影响职业发展的关键素质要素。运用层次分析法（ＡＨＰ法）确定了其优先权重，在此基础上构建了基于职业发展的员工通用素质模型，为员工规划其职业发展确立了基点与路径。并以 X 市供电公司为例阐述了员工素质模型构建的方法与原则，说明了素质模型具有一定的实用性。文章最后指出，员工素质模型要随着社会的发展而不断更新、改变。现阶段对员工素质模型的研究和应用在我国处于刚起步阶段，还不是很成熟的管理工具，还有待专家、学者和实践者的深入研究和共同努力来进一步发展它。关键词： 员工、职业发展、素质、素质模型Set Up A Research According to Employee’s Character Model of the Occupation Evelopment AbstractIn the society of knowledge economy, the reduce of organization’s stability brings strong challenge to staff in their occupation development 。The competencies in the staff play an decisive role in their occupation development 。Competency models provide for the staff common implements and means，which can help the staff improve their working efficiency in the future。 referring to the former study production，especially to the common competency which consists of 21 elements created by McCleland，the thesis studies occupation、competency、 competency model and the mutual correlations between each other。During the process of study，the thesis firstly makes use of some typical methods such as Direct Observation，Questionnaire Investigation，Behavioral Event Interview and so on to induce some critical competency factors，which influence a ...
