The Building And Implementing Of Assessment Center Based On Position Competency Model

This paper is on the foundation of existing researches and believes assessment center(AC) based on the position competency model have a better constructive validity than common AC ,which is the core way of raising predicting validity, optimizing the position management, raising the level of human resource management, achieving an organize's strategy.This paper is firstly to research the existing researches,finding that we can apply position competency model to build AC ,and on the basic theories research the theoretical basis of building AC based on position competency model. And then I define 'position competency model' and 'assessment center', research the relations between the position competency model and AC , research the relations of AC based on position competency model with position management, and compere it with common AC. So these supply the basement of researching building AC on base of position competency model.And then this paper researchs the building and implementary results of AC on base of position competency model. The building AC based on position competency model includes the ideas of the building, building the position competency model , selecting measurement index, integrating the drillings under the simulational environment, deciding the weight of measurement indexs, designing the standards and methods of assessing. The . measures includes preparation ahead the measures, extensional management of measurement process, the analysis and feedback behind the measures. At last, the paper further explains how to construct the AC based on position competency model specifically by using a concrete case, confirms that the constructive validity of this AC is better than that of common AC by calculating Pearson related coefficient.This paper researchs the methods of building AC using the position competency model and try to confirm this AC have a better constructive validity by statistically analyzing of the firsthand data , in order to serve the position management. So achieve a perfect match between the employee and the position and enhance the level of human resource management.