CAJ | 학술논문

在员工招聘方面，不按照岗位的要求进行招聘；在员工任用方面，不能发现员工的潜在能力；在员工培训方面，不能意识到人岗匹配具有动态性，这些都是组织人岗匹配的障碍。可以按照能级对应、互补增值、公平竞争等原则，来构建各岗位胜任素质模型，利用科学的手段选拔合适的人，设立人才晋升的缓冲地带，避免落入彼得陷阱，建立基于胜任能力的培训体系，为人岗动态匹配提供智力支持等，以这些方式克服障碍。
재원공초빙방면，불안조강위적요구진행초빙；재원공임용방면，불능발현원공적잠재능력；재원공배훈방면，불능의식도인강필배구유동태성，저사도시조직인강필배적장애。가이안조능급대응、호보증치、공평경쟁등원칙，래구건각강위성임소질모형，이용과학적수단선발합괄적인，설립인재진승적완충지대，피면락입피득함정，건립기우성임능력적배훈체계，위인강동태필배제공지력지지등，이저사방식극복장애。
The person-post matching obstacles have happened in the organization.For example, the employment of staff irrelevant to j ob requirements in the recruitment,the unavailability of potential employees in staff appointments,and unawareness of the fact that the talent post matc-hing is dynamic in staff training.To overcome these barriers,the paper constructed the compe-tency model of each post,using scientific means selecting the right people,avoided Peter princi-ple of risk by the establishment of buffer zone personnel promotion,established a training system based on competency,according to the energy level corresponding,complementary value,and fair competition principle.