企业人力资源管理人员

随着管理层次的提高，在同一管理层次的中国企业人力资源管理人员中，高绩效者与一般绩效者之间存在显著差异（p＜0.05）的胜任力项目越来越多。

Secondly , the higher the given level , the more the competency items of the significant difference ( p < 0.05 ) between the HR administrators of high performance and that of mediocre performance in the same level .

企业人力资源管理人员职业发展压力研究

Research on the Career Development Stress of Human Resource Managers in Enterprise

管理教育与管理胜任力差异实证研究&基于企业人力资源管理人员的视角

Empirical Study on the Difference between Management Education and Management Competency : Human Resource Administrators in Companies

文章提出以企业人力资源管理人员胜任力为导向发展人力资源管理教育的思路。

Some suggestions are provided for developing the education of undergraduates majoring in Human Resource Management according to the competency for human resource administrators in companies .

提出以中国企业人力资源管理人员胜任力模型为导向发展中国高等院校人力资源管理专业本科教育的若干对策。

Finally , some suggestions are provided for developing the education of undergraduates majoring in HRM according to the competency model for HR administrators in Chinese companies .

服务定位为了满足企业人力资源管理人员把更多的精力投入到企业的重要事物中，减低企业管理成本。

Service positioning to meet the employers need of devoting more energy to the more important business operations and lowering the overhead cost persons personnel administration service items .

不仅构建了中国企业人力资源管理人员胜任力模型，还分别为中国企业一般、基层与中层人力资源管理人员构建了相应的胜任力模型。

Thirdly , the competency model for HR administrators in Chinese companies wasn 't only established , but also the competency models for ordinary , low-level and middle-level HR administrators in Chinese companies were established .

系统旨在将将所有与人力资源有关的数据统一管理起来，形成一个集中的信息源，并能帮助企业人力资源管理人员从战略的角度进行人力资源规划和实施。

The system airs at unified manage the datum relating to human resource , to form concentrated information source , and help enterprise managers of human resource carry through human resource layout and practice on strategy point .

本文在此基础上，提出新概念&发展性胜任力，并以企业人力资源管理人员为例，通过电话访谈和问卷调查的方式，揭示了决定其纵向式职业生涯发展的发展性胜任力。

Another competency , development competency which had affected Vertical Profession Career Development , was developed and testified in this paper , according to the telephone interview and the questionnaire investigation of the human resource administrators in Chinese com - panies .

本系统以实用性和可扩展性为立足点，系统的开发目的是人力资源管理的业务逻辑实现高效化、智能化，从而能帮助企业的人力资源管理人员进行人力资源管理和数据分析。

The development of the system which is based on practicality and scalability aims at making the management business logic more efficient and intelligent to help people manage the human resource and analysis the statistics .