The occupation competence strength evaluation is carries on the evaluation according to this professional ability request to applicant's ability, looked whether to be competent this position the request.Generally includes the occupation related specialized knowledge and ability evaluation, the general ability evaluation (language, understanding, spoken language, logic and so on), the professional tendentious evaluation and so on.Its core is the person hillock match.

        how “does the person hillock” match

        What realizes the person hillock match way is? We divide into three steps in the practice process: First is the clear limits and the description post responsibility; Next defines the competent ability standard; Finally seeks for the feasible effective assessment method.

        Clear limits and post description. Based on the post analysis's foundation, carries on the work according to the post work flow and the work content to describe, this is the enterprise carries on human resources management the foundational document. in 2004, we organized the project group have carried on separately to the Guangdong petroleum 14 specialized line 256 posts according to the department value chain and the post value chain crosswise and longitudinal comb, counter pushed the post existence value, described each post essential responsibility briefly objectively, to further analyze the post competence strength to build the good foundation.

        Definition competence ability standard. So-called “competent strength”, is refers to decided that the staff is competent some post and can have the high achievements individual special characteristic sum total, it has included 6 dimensions: Knowledge, skill, social role, self-cognition, quality and motive. Correct elects the human to be considers person's ability quality and the post assignment take “the competent strength” as the standard requests whether to match.  The Guangdong petroleum organizes the project group in 2005 to carry on the behavior event's interview with dozens in the hillock achievements outstanding prefecture subsidiary company medium echelon cadre (BEI), through submits to the success and the defeat case's comparison research accepts the competent ability characteristic which the city company middle management post must have. Afterward undergoes the widespread confirmation, the feedback and the adjustment, established has suited the Guangdong petroleum actual prefecture subsidiary company middle management post general competence ability model, had determined separately the intermediate deck regular duty and the deputy must have the first 8 ability characteristic took the evaluation essential factor, had guaranteed ability evaluation had the unification evaluation criteria.

         Seeks the effective assessment method. After competent ability standard     determination, actually to use which means to be able to vote for the human effectively fairly? Many enterprises implement have competed hire the mount guard, the core appraisal link are the publication compete the hillock to lecture, the topic often is “, if how I do hold the post of ×× the post work to be able how”.  But the inspection result regular session has two kind of phenomena: One kind was can say, but will not do, after coming up, the achievement was not good; Another kind of person is can do, but will not say, will compete hires the process to be very difficult to discover its ability. Actually, competes is the supposition scene which the hillock lecture presents, but the non-real condition, very difficult to appraise competes hiring itself whether to have ability which the post requests, competes hires the result certainly to lack the persuasive power.  In view of this question, carries on work foundations and so on post description, competent ability model in the earlier period, according to the medium echelon cadre post competence strength model request's 8 ability dimension, in competed in the hillock to use the non-leading group to discuss, the document basket examination, the structurized interview as well as the psychology evaluates 4 kind of tools to survey competes hiring and the post ability match.  For instance, the evaluation competes hiring “the communication to be coordinated” ability characteristic, we use the method simulation team working conditions which the non-leading group discusses, lets 56 competition hillocks decide the question in the scheduled time to launch the discussion, and obtains the group unified opinion. The evaluation group observes each position to compete the hiring behavior performance, in the comparison competence ability model this ability behavior performance describes, thus gives competes hiring ability grading.  Through appraisal technology's and so on man-machine evaluation, scene simulation, structurized interview synthesis applications, the comparison competence ability standard, to competes the hiring state-of-art, ability structure, the workmanship, the occupation tendency, the development potential to carry on surveys item by item and appraises, and refers to the psychological evaluation result, the former achievement performance and so on, the synthesis determines the applicant ability characteristic and the post competence ability standard match, based on this will forecast its future achievement performance, thus has realized in a short time to a person more accurate appraisal.