煤炭企业经理人胜任力模糊综合评判模型

传统能力测试指标选取的表面化及测评方法的简单化，使传统的能力测试无法准确预测工作绩效与个人成功。针对这种情况，运用胜任力测评理论，研究了煤炭企业经理人胜任力的构成，构建了煤炭企业经理人胜任力测评指标体系。由于胜任力测评的不确定性和模糊性。为避免传统定量分析的简单化，使用模糊综合评判方法，建立了煤炭企业经理人胜任力模糊综合评判模型，并运用该模型对鸡西市煤炭企业4位实际绩效分别为优、良、中、差的经理人进行评判。结果证明。该模型测评信度和效度都高于传统测评手段，定性测评和定量测评结合比较完美。可以更客观、公正地预测经理人的成功与绩效。

Fuzzy comprehensive evaluation mode of manager's competence of coal enterprise

The surfacelization of its index system and simplification of test way leads to impossibility of performing accurate forecast of personal success and work achievement by traditional ability test. This paper introduces the study of the composition of competence of managers of coal enterprises using competence test and describes an index system of competence evaluation of managers working in coal enterprises. Uncertainty and fuzziness of competence test and an attempt to avoid simplification of traditional quantitative test results in use of the method of fuzzy comprehensive evaluation and the development of fuzzy comprehensive evaluation mode of competence of managers working coal enterprises. This model-based evaluation of four managers rated respectively as excellent, better, average and poor in terms of actual work achievements in Jixi coal enterprises has proved that the model exhibits a greater credit and validity than traditional way, a better combination of quantitative test and qualitative test and a more objective and effective forecasts of managers'success and performance.