1.Since the Harvard Professor David McClelland proposed competency in 1973, the concept has become a global focus and has been recognized by the academia today. This theory has been widely applied as a management of human resources in foreign enterprises.
自从哈佛大学的戴维麦克米兰(David McClelland)教授于1973年提出胜任特征(competency)的概念,胜任力的研究就成为全球的焦点,现今已经得到了学术界的认可,并在国外企业的人力资源管理中得到了广泛的应用。
2.Competency management is one of modern human resources management central ideas and the position competency assessment is one of human resources management cornerstones. However, the telecommunication operator has not explicit standards and the method in the position competency assessmen of customer manager at present. It is difficult for customer manager to regular their professional behavior and to improve their professional compency.
能力管理是现代人力资源管理的核心理念之一,岗位能力评价是人力资源管理的基石之一,而目前电信运营企业在客户经理岗位能力评价方面没有明确的评价标准和评价方法,难以有效规范客户经理的职业行为,难以提高客户经理的职业能力。
3.From the beginning of the seventies of the 20th century, psychologist David McClelland of Harvard University firstly proposed the competency concept in his epoch-making paper "Testing for Competency rather than for intelligence". Since then, research on the competency and the application has immediately been the rage the western nation.
自20世纪70年代初,美国哈佛大学心理学家戴维·麦克莱兰(David McClelland)在其具有标志意义的文章《测量胜任特征而非智力》中首次提出员工胜任特征概念以来,胜任特征理论研究及应用随即风靡西方国家。
4.Facing the management situations for crew after obtaining competency certificates, the paper analyzed the significancy about surveillance, discussed the dominance about ship safety examines, put forward the ways about supervising crew by using safety examines dominance after their obtaining competency certificates and enforcing crew to keep continuous qualified competency.
摘要针对船员证后管理的现状，分析船员证后监督的重要性，探讨船舶安全检查的优势，提出运用安检优势强化船员证后监督，促使船员持续地保持适任能力。
5.Secondly, it analyzes the historical development of the requirements of internal auditors’ competency and introduces the competency requirements of risk-based internal auditing.
其次,结合内部审计职业的历史演进分析内部审计人员胜任能力要求的变化并系统介绍统应于内部审计最新统统统统统统导向内部审计的胜任能力要求。
6.Therefore, the competency between enterprises can be transferred and diffused, which realize the enhancement of enterprise competency.
只有这样，才能实现企业间能力的转移和扩散，通过企业并购增强企业能力的目的才能实现。
7.The evaluation of university teachers’ competency should draw on the experiences of the advanced technology in industrial management,take post analysis,competency features model,simulated tests and vague comprehensive evaluation to give scientific evaluation for university teachers’ knowledge,techniques,ability and features.
基于胜任力的高校教师评价,应借鉴工业组织管理的先进技术,采用职位分析、胜任特征模型、模拟测验和模糊综合评判等方法,以科学评价高校教师的知识、技能、能力和特质。
8.Oracle9iAS Wireless enables companies to focus on their business logic - your core competency - while the platform focuses on the device complexity, its core competency.
Oracle9iAS Wireless 使公司关注于体现客户核心竞争力的商务逻辑，而平台则关注于体现其核心竞争力的设备复杂性。
9.The moral of the story? First identify your core competency and then change the playing field to suit your core competency.
这故事的有什麽启示？首先，辨识出你的核心竞争力，然后改变游戏场所以适应（发挥）你的核心竞争力。
10.Supervisor and enterprise both should be main bodies of competency development, and their development motive waken is the key of competency development running mode and should come into being effect of acting each other.
摘要管理者与企业都应成为素质开发的主体，两者开发动机的激发是素质开发模式运行的关键，并且应该形成互动效应。
