The Art And Science Of Competency Models: Pinpointing Critical Success Factors In Organizations 9780787946029 下载 pdf 电子版 epub 免费 txt 2025

How Do You Ensure that Employees Are Doing the Right Things?

Many of us ask, "What does it take to do a job well?" and stop

there. But there's more to it than that.

What skills and knowledge are necessary for effectiveness in a

certain job? Does the employee have the appropriate skills and

knowledge, or is some kind of training necessary? Are these job

expectations aligned with the culture and strategy of the

organization as a whole?

These questions are essential to performance improvement

efforts. And competency modeling is designed to help you find

answers to questions such as these.

A competency model is . . . a de*ive tool that identifies

the skills, knowledge, personal characteristics, and behaviors

needed to effectively perform a role in the organization and help

the business meet its strategic objectives.

From the authors of the best-selling book The Art and Science

of 360? Feedback comes this guide to the design and implementation

of competency models.

"The authors have taken competency modeling out of the domain

of academics and social scientists by creating a practical 'how-to'

work that clearly and simply explains the steps in developing and

using competency models. I recommAnd this book to anyone whose job

includes the pinpointing and sharpening of relevant competencies,

for themselves or for others."--Scott B. Parry, chairman, Training

House

"Lucia and Lepsinger have demystified competency models and

put in the hands of the reader a blueprint for developing

meaningful recruiting, performance measurement, and succession

planning systems. They succeed with a straightforward, pragmatic

style, using actual examples that make the book an easy

read."--Frank Ashen, senior vice president, New York Stock

Exchange

Get the Results You Expect!

Competency models are a means of ensuring that your investment

in your employees will yield the expected results. The popularity

of competency modeling is steadily increasing: human resource

proYou'll use this cutting-edge guide to:

* Clarify job and work expectations

* Hire the best available people

* Maximize productivity

* Enhance a 360? feedback process

* Align behavior with organizational strategies and values

* Adapt to change

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　　ANNTOINNETTE D. LUCIA and RICHARD LEPSINGER are managing

partners of Manus, a Right Management Consultants company that

specializes in helping organizations implement business strategies.

Their consulting work has included facilitating organizational

change; team building for senior management teams; linking human

resource plans to strategic plans; ensuring the integration of

teams following mergers; designing, conducting, and evaluating

executive and management development programs; developing

competency models; and using feedback systems to help individual

executives improve their effectiveness. They have worked with

managers and management teams at Coca-Cola, Allied Signal,

Northwestern Mutual Life, Chase Manhattan Bank, KPMG Peat Marwick,

MCI, the New York Stock Exchange, Prudential, PaineWebber, Subaru

of America, Bayer Pharmaceuticals, Pfizer, and Union Carbide, among

others. Lucia and Lepsinger are co-authors of the best-selling book

The Art and Science of 360? Feedback, published by

Jossey-Bass/Pfeiffer.

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编辑推荐

　　"The authors have taken competency modeling out of the domain

of academics and social scientists by creating a practical 'how-to'

work that clearly and simply explains the steps in developing and

using competency models. I recommAnd this book to anyone whose job

includes the pinpointing and sharpening of relevant competencies,

for themselves or for others." --Scott B. Parry, chairman, Training

House "Lucia and Lepsinger have demystified competency models and

put in the hands of the reader a blueprint for developing

meaningful recruiting, performance measurement, and succession

planning systems. They succeed with a straightforward, pragmatic

style, using actual examples that make the book an easy read."

--Frank Ashen, senior vice president, New York Stock Exchange

书籍介绍

How Do You Ensure that Employees Are Doing the Right Things?

Many of us ask, "What does it take to do a job well?" and stop there. But there's more to it than that.

What skills and knowledge are necessary for effectiveness in a certain job? Does the employee have the appropriate skills and knowledge, or is some kind of training necessary? Are these job expectations aligned with the culture and strategy of the organization as a whole?

These questions are essential to performance improvement efforts. And competency modeling is designed to help you find answers to questions such as these.

A competency model is . . . a descriptive tool that identifies the skills, knowledge, personal characteristics, and behaviors needed to effectively perform a role in the organization and help the business meet its strategic objectives.

From the authors of the best-selling book The Art and Science of 360? Feedback comes this guide to the design and implementation of competency models.

"The authors have taken competency modeling out of the domain of academics and social scientists by creating a practical 'how-to' work that clearly and simply explains the steps in developing and using competency models. I recommAnd this book to anyone whose job includes the pinpointing and sharpening of relevant competencies, for themselves or for others."--Scott B. Parry, chairman, Training House

"Lucia and Lepsinger have demystified competency models and put in the hands of the reader a blueprint for developing meaningful recruiting, performance measurement, and succession planning systems. They succeed with a straightforward, pragmatic style, using actual examples that make the book an easy read."--Frank Ashen, senior vice president, New York Stock Exchange

Get the Results You Expect!

Competency models are a means of ensuring that your investment in your employees will yield the expected results. The popularity of competency modeling is steadily increasing: human resource proYou'll use this cutting-edge guide to:

* Clarify job and work expectations

* Hire the best available people

* Maximize productivity

* Enhance a 360? feedback process

* Align behavior with organizational strategies and values

* Adapt to change

• 作者：Hushnore 发布时间：2013-08-01 01:11:36

  无注，无释，只有白话翻译。这个版本真的不怎么样，买错了。

• 作者：流浪是一首歌 发布时间：2019-05-14 11:29:30

  第一卷前段和第三卷后段还是不错的。

• 作者：雨字头的文 发布时间：2018-06-18 15:28:29

  中国乒乓球队可以打输一次，却不可能被打败，整个体系太完善了

• 作者：147 发布时间：2018-03-02 09:24:36

  ff

• 作者：一心者歌 发布时间：2022-08-23 23:16:54

  第二遍读这本书了，能被奉为经典，饱受不适用于中国社会之类的诟病而又能屹立数十年的真正原因在于其普适性和可以弹性理解运用的深度吧，更重要的意义是，无论从哪个角度看，它都是“积极”“正能量”的。

• 作者：浅草 发布时间：2015-08-20 09:24:16

  确实角度新啊，佩服能自己读出新意来的大牛们

• 我爱你。但我不能一直爱你。

  作者：慕容。 发布时间：2015-01-03 18:30:56

  假如一个有妇之夫和一个有夫之妇狂热地相爱了。他们首先会考虑生活在一起或结婚。可是他们都已经各自结了婚，他们深知，即便是最炽热的爱也会因婚后浸泡于日常琐事而渐渐变得乏味，到头来，相爱的人只会成为共同生活的伴侣。倘若不愿意这样，而希求永远永远保持最热烈的爱，那么，应该怎么做呢？

  --渡边淳一《失乐园》。

   

   

   >>>>>>

  看完《失乐园》一直想写点什么。又感觉思绪甚是混乱。没有写书评的习惯。也不知道该如何去诉说自己的感受。看了差不多一半的时候最强烈的感觉是性爱场面实在太多。几乎都是。虽然之前有所耳闻但却没用料想到那么赤裸裸。感觉比先前看的《穿皮裘大衣的维纳斯》还要深入和详尽。继而觉得书里的思想是符合现代社会但却在实际操作性或者准确来说是会这样疯狂做的人不太多。但自从有此想法的产生后。一个突如其来的想法迅速入侵脑袋：世界不是自己的世界。或许我们时常认为书中的很多事情是不切实际是荒诞离奇的。但真正如此的事情往往是现实。那比书中要荒诞的多。或许你会有同感。或许你也会不赞同。

   

  >>>>>>

  后半部分主角涉及现实的心里活动的增多及思想的逐渐转化。看完后首先缠绕在心头的问题不是这书写的好不好。而是这不是一本适合我这个年龄段看的书。或许是说不适合一个单身人士看的书。但问题是这样一本书究竟适合谁适合何种年龄段看的书。我得不到自己认为正确的答案。

  >>>>>>

  其实对渡边淳一没用特别的感觉。日本情爱小说大师也许不是浪得虚名。之前看过他两本作品。没有十分强烈的感觉。都是出轨题材。失乐园应该是他最负盛名的作品。我没有能力去谈作品的文学性。但但凡读者都会有自己的感受。这相比之前两本书的阅读是深刻的。虽然我对一个五十三岁的主人公抱有很多的疑问。但我不是五十三岁。我不可一口否定我的疑问。但整本书主人公的思想完全的反应出这个社会的本质。反应出人生。爱情。性各方面的美好与丑陋。人生选择。得失不由一线所有人都有过的疑问。彷徨。挣扎。选择哪一样都没有错误。但选择哪一样都会有遗憾。这是毋庸置疑的。

   

  >>>>>>

  相爱的人不是应该在一起吗。但如果双方各有家庭。

  每对伴侣到最后都会变为亲情。你怎么会想跟自己的亲人做爱。那是罪过。

  我曾经也爱我的妻子。曾经也海誓山盟。而现在为什么会沦落到这样的境况。而对于你我们即便很相爱。但我们是否也会步这样的后尘。一直一直的轮回。为此是否就只能在顶峰的时候一起殉情以此来遵守我们爱的誓言。保住我们刻骨铭心的爱。自身的经验跟书中阿部定和有岛武郎的事例都一直在渲染一直在告诉他们。只能那样做了。即便是那样的偏激。

   

   

  >>>>>>

  人虽然喜欢冒险。但也总是惧怕为之的事物。当生活的改变。一切未知的惶恐随之而来的时候。我们总是想去消除。但却也会有心力交瘁的时候。当一切已深陷其中的时候。似乎已经回天乏力了。主人公当初毫无想过死亡的想法。甚至听到情人的不断诉说产生些许的恐惧。随着时间的发展他已经为爱失去家庭工作甚至是一切。他只剩下这个爱了。或许是逃避未来的生活。或许是因为爱。反正他都做出了选择。到最后的以此来为爱画上句号。无奈最易变的是人心。他们都会怕自己不再爱了。所谓的海誓山盟亦会变。所有的东西都会有保质期。连保鲜纸也有保质期还有什么没有保质期。要一个人对着另一个人几十年。要一个人跟另一个人做爱几十年。或许真的不知该如何去诉说其中的种种。说不清道不明。

   

  >>>>>>

  得失从来都是这样。爱情。家庭。生活。从来也是那样。不能不选择。似乎也没有什么可选择的。当我们迫切的渴望一样事情的时候。那是最美好的东西。人性之使然。拥有的不懂珍惜。得不到的最美好。在爱这个词面前。我们都终将倒下。放弃爱的人选择一个可以提供富足生活的人。但当生活不愁的时候却也渴望纯粹的爱情。可恨的只是面包牛奶都能拥有的又有几个人呢。

   

  >>>>>>

  缠绕相拥而死。你们的爱是否就定格在那一刻。但一切已无感。又有何意义。或许只是不会看到未来各自的泪眼与争吵。这样是会名随千古被世人歌颂还是会遗臭万年遭后人所唾骂呢。我想还是后者居多吧。

   

  >>>>>>

  我爱你。但我不能一直爱你。或许真是一种忧伤。更是一种无奈。一种生而为人的无奈。毕竟人生赢家是那么的凤毛麟角。再者那只是我们眼里的人生赢家而已。所有的选择都会是对的。错的只是我们对待选择的态度及行为。 我们都在渴望。都在追逐。 都在痛苦中寻找快乐。

• 给我将要爱上的你

  作者：假如我不认识你 发布时间：2009-04-09 22:54:12

  给我将要爱上的人。

  现在是2009年4月9日星期四，晚上8点54分，我在学校宿舍寝室电脑前，你在哪里？

  常想我们会有怎样的重逢。

  那不会是初次的相遇，而是命中注定一起的两人在茫茫人海中的再次相遇，那时我会一眼就看到你，注意到你，爱上你，勇敢的跟你表白么？那时的你会是想象中的长发飘飘，闲庭信步，等待一生中注定的时刻么，抑或有着红润的脸庞，精神的短发，兴高采烈的做着无厘头的事情，仿佛漆黑中的萤火虫一样那么鲜明那么出众的迷住我？我无法想象你的样子，诸神抹去了我对你所有的印象。重新找寻的过程是考验，重逢是惊喜。无论如何，我爱你。

  那不会是一见钟情，我对你的情感已酝酿很久很久。时间有多长取决于我多少岁遇到你。那时刻距现在有多长呢，一分，一天，一年，抑或十年？无论多久，我一定会等到那天。好奇此刻你身处何处做着什么。是在自习室抱着书本啃读，或者像我一样不务正业上网杀时间，甚至牵着此刻男友的手小鸟依人般逛街。哈，那样的话虽然有点吃醋可你至少此刻有人陪伴比我幸福。你确定一定以及肯定会记得他，但你爱的会是我。

  有时我很傻的想，你我或许刚好擦肩而过，在人潮涌动的街边，在熙熙攘攘的食堂，在琳琅满目的超市。你在货架前拿起某袋薯片为晚上的韩剧做准备，我在距你258.4米的地方挑选饮料，对了，你挑的那包薯条不是我喜欢的口味。然后你付款走人，我上楼买面包，我们始终未曾相遇未曾见面，就像《向左走，向右走》中梁咏琪和金城武般，诸神也会为我们捏了一把汗么？或者此时我们天天见面，见面熟悉，我却始终不知你就是这篇文章的主角，你会感叹这就是缘分么。

  而当我把这篇酝酿很久却写得艰难的告白给你看时，你会笑着说，看不出我真肉麻，嗤笑一声，还是认认真真看完，很感动的奖励我一个吻呢？然而可能你我已错过彼此，两条线在相交的刹那平行，未知的时日后我将此文展示给你，于是沉默和忧伤缠绕你我，世界上最痛苦的不是我在你面前你却不知道我爱你，而是我在你面前你知道我爱你你也爱我我们却无法一起。于是你起身，你的丈夫和孩子在家中等你，而我拉住你的手，却不敢握紧，直到你离去，你一次都没回头。更有可能以上皆不会也不曾发生，你我终将各自生活孤独老去，在这个地球的不同经度纬度，于淫雨霏霏中一同逝去。天呐，不要因为我如此悲观而惩罚我。

  好吧，就到这里吧。2009年4月9日星期四晚上9点41，这篇文章要结束了。会不会此刻未来的你我乘坐时光机器回到现在正悄悄注视着我，你说，年轻的你看起来长得不错呢--抱歉，我科幻看多了—人生仿佛河流，万事皆有因果，这篇文章会给你我的重逢的带来什么影响呢，让我们静待那一天吧。

  我爱你。