在全球金融危机的背景下，企业对于其高绩效的要求越来越迫切，构建一套有效、合理的绩效考核体系也显得越来越重要。快速变化的环境使得企业对未来绩效更加关注，传统的以结果为导向的绩效考核方法已不能满足战略人力资源管理的要求，胜任力理论的出现为绩效考核提供了新的思路和视角。胜任力不但作为绩效实现的依据，也是绩效管理的内容重要组成部分，因此构建基于胜任力模型的绩效考核系统对于企业提高绩效水平，进而提高自身竞争力有着重要作用。本文基于胜任力理论基础之上，对胜任力理论与绩效考核的关系做了深入的研究，阐明了胜任力理论应用于绩效考核的基本原理，描述了企业构建基于胜任力模型的绩效考核体系的流程，分析了基于胜任力模型的绩效考核方法的优点以及对企业各层面的贡献，最终阐述了一个可以在现实中予以运用的基于胜任力模型的绩效考核体系的模型。【关键词（本论文范文的主要论点）】胜任力胜任力模型绩效考核
Abstract
In the context of the global financial crisis, the enterprises requirements of high-performance are becoming more urgent. Meanwhile, building an effective and reasonable is also becoming more and more important. Rapidly changing environment allows the enterprises to pay more attention to future performance, the traditional results-oriented performance evaluation method has been unable to meet the strategic human resource management requirements, and the application of the competence theory has provided a new perspective and way of thinking for performance appraisal (PA). Competence is not only the basis for the achievement of performances to realize, but also an essential section of the performance management. Therefore, establishing a competence model-based performance appraisal system (CM-based PAS) plays an important role in the enterprises’ improvements of both the level of performance and competitiveness. Based on the theory of competence, this thesis will try to develop a deep research of the relationship between the competence theory and the PA, and explain the basic principles of the competence theory applying to the PA. It will also describe the process of building the CM-based PAS, and then analyze the merits and contributions to the enterprises that this method could bring about. Finally, this article is going to set out a CM-based PAS that can be applied in reality.
Keywords: competence compentence model performance appraisal
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