摘要
创新团队胜任特征是一个具有多层级指标的概念,目前关于胜任特征的评价都只关注综合得分,忽略了胜任特征的多层次性,不能对每个维度层级上被评价人员的胜任特征进行判断,因此无法对团队成员进行优化配置,制约了人力资源管理部门对其成员进行有效选拔、培训和考核.并且,在评价指标权重的确定上容易受到主观性的影响.将物元分析与熵值法结合对创新团队成员的胜任特征进行评价,不仅能从整体对团队成员的胜任特征做出评价,还能对同一等级不同维度的胜任特征进行比较.首先,构建创新团队成员五个胜任特征维度,建立评价成员胜任特征的物元模型;其次,采用熵值法确定了胜任特征维度的权重;最后,通过对装备制造行业某公司7名创新团队成员进行实例分析,验证了评价模型具有较好的实用性.
Innovation team competency is a concept with multi-level index.The current evaluation about competency is only focus on comprehensive score,overlooking the multilevel of competency and cannot make a judgment on the each dimension level competency for the evaluated person.Therefore it＇ s unable to optimize the team configuration and restricts the human resource management department to select,train and estimate its members efficiently.And the determination on the weight values of assessment indexes is easily affected by subjective.This paper combines the matter-element analysis and entropy value method to evaluate innovation team members＇ competency,which can make evaluation not only from the overall competency of team members,but also can compare different dimensions of competency on the same level.Firstly,build the innovation team members＇ competency with five dimensions and establish matter-element model of evaluation members＇ competency.Secondly,determine the weights of competent dimensions by the entropy value method.Finally,make an instance analysis through seven innovation team members in equipment manufacturing industry and verify the evaluation model has good practicability.
出处
《数学的实践与认识》
北大核心
2016年第4期74-86,共13页
Mathematics in Practice and Theory
基金
河北省社科基金项目:河北省高端装备制造企业创新导向与创新团队胜任特征匹配机制研究(HB15GL011)
河北省教育厅重点项目(ZD201441)
关键词
创新团队成员
胜任特征
物元分析
熵值法
innovation team members
competency
matter-element analysis
entropy value method
