摘要
在知识经济时代,很多企业将胜任力模型引入到人力资源管理实践中。可雇佣性概念是对胜任力模型的继承和发展,企业通过胜任力培训提升员工最初就业、维持就业或再次就业的能力,掌握就业技巧以适应宏观环境和用人单位的要求,从而提升员工的可雇佣性。员工可以通过专业技能和通用技能的提升、可雇佣渠道拓展、职业生涯规划的制定来提高可雇佣性。
In the era of knowledge economy,many enterprises apply the competence model to human resources management practice.Based on the competence model,employability is developing.Through the competence model based on training,enterprises enhance employees＇ abilities of initial employment,maintaining employment reemployment so that the employees can grasp the job-hunting skills to adapt to the macro environments and the employer＇s requirements.Employees could develop employability through developing the professional skill and general skills,expanding employability channels and formulating career planning.
出处
《湖北第二师范学院学报》
2011年第3期89-92,共4页
Journal of Hubei University of Education
基金
安徽财经大学校级青年科研项目(ackyq1064zc)
关键词
胜任力
可雇佣性
培训
competence
employability
training
作者简介
作者简介：张清（1981-），女，湖南益阳人，讲师，研究方向为人力资源管理。
