作　　者： ; (张敏强）;

机构地区： 中国工商银行

出　　处： 《金融论坛》 2007年第7期3-12,共10页

摘　　要： 商业银行行长对于商业银行的发展和成长至关重要,采用什么标准来选拔和培育银行行长成为银行利益相关者关注的焦点。胜任力模型的研发为此提供了一个全新的视角。本文应用行为事件访谈法(BEI),并通过对不同绩效行长胜任力特征的差异比较,构建了商业银行行长胜任力模型。行长胜任力模型包括9项超越性胜任力特征和13项基准性胜任力特征。最后,本文就如何将行长胜任力模型运用于商业银行行长选拔、培训、绩效考核,后备行长选拔以及行长职业生涯规划等人力资源模块进行了深入探讨。 As the governor of a commercial bank is vital to its development and growth, banking stakeholders are keenly concerned with the standard by which governors are chosen and trained. To develop a competency model can offer a new perspective for this issue. This paper compares competency of governors with different performance by means of BEI and establishes a competency model for governors of commercial banks. The model consists of 9 differentiating competencies and 13 threshold competencies. The paper concludes with an in-depth discussion on the module of human resources concerning selecting, training, appraising and reserving governors and planning their professional careers.

关 键 词： 商业银行 行长 胜任力模型 行为事件访谈法 行为锚定等级评价法

领　　域： [经济管理—金融学]