The Research On Human Resource Appraisement System Based On Competency

21 century, the human resource has become the most important resource in the course of economy development, thus the human resource management also become the main point of strategy management in all enterprises. The core of the theory of human resource management is manpower resource value appraisement. The enterprise appraisement of human resource is a major kind of work and link of an enterprise selecting human resource, and is used to offer decision information to choose a person for the job by the enterprise. Its task is to guarantee to realize the goal of human resource and the goal of enterprise organization at the same time.1. Studied the basic theory of the enterprise appraisement of human resource facing the professional development. Put forward Systematically basic viewpoint and basic theory of an enterprise appraisement of human resource facing the professional development, in essence, this means to pay attention to the benefit of both enterprise and human resource, and to accomplish the cooperative and relation of "pair wins" of enterprise and human resource. The viewpoint of the enterprise appraisement of human resource of facing the professional development is to select the human resource "accord with what the working asks and what personal wishes". These research results have established a good foundation for deepening the enterprise appraisement theoretical research and guidance enterprise human resource select practice.2. According to the viewpoint of the enterprise appraisement of human resource of facing professional development, put forward enterprise appraisement index architecture of human resource based on the competence force. The appraisement index architecture includes goal layer, value orientation layer, norm layer, index layer and environment meet layer (abbreviation five levels of architecture). The five levels of architecture is different from current normally appraisement structure which includes goal layer, norm layer, index layer (abbreviation three-layer architecture). The five levels of architecture model can reflect better than three-layer architecture model that the enterprise appraisement of human resource is an information course of handling of a much factors, interaction, classification type and hierarchy. A general model of the enterprise, appraisement of human resource based on competent force has been established.3. The performance of commercial bank relationship managers is systematically and synthetically evaluated with presentation of the indicator system and evaluation model. This case study indicates that the proposed theoretical frame, indicator system and evaluation model of human resource appraisement system based on competency is scientificity and practicability.