CAJ | 학술논문

伴随着高校人事制度改革，基于胜任力的选拔模式日渐显现，其中无领导小组讨论在高校人事体系中的应用欠缺。本文以Z高校为例，从胜任力建模、评分细则、编制题库、合理分组、考官遴选、时间流程等6个方面展开，介绍了非教师系列管理岗位应用无领导小组讨论选拔的解决方案。为检验无领导小组讨论的实施效果，分别征求了考官、学院领导、候选人等各方信息，并就评分者信度、效标关联效度以及预测效度作了显著性检验。案例研究结果证明，无领导小组讨论在高校非教师系列管理岗位选拔中的可行性强，值得高校人事管理者借鉴推广。
반수착고교인사제도개혁，기우성임력적선발모식일점현현，기중무령도소조토론재고교인사체계중적응용흠결。본문이Z고교위례，종성임력건모、평분세칙、편제제고、합리분조、고관린선、시간류정등6개방면전개，개소료비교사계렬관리강위응용무령도소조토론선발적해결방안。위검험무령도소조토론적실시효과，분별정구료고관、학원령도、후선인등각방신식，병취평분자신도、효표관련효도이급예측효도작료현저성검험。안례연구결과증명，무령도소조토론재고교비교사계렬관리강위선발중적가행성강，치득고교인사관리자차감추엄。
With the reform of college＇s personnel system, the competency-based personnel selection is used gradually in universities, but the application of leaderless group discussion（LGD）has been used less. This paper introduces a case of application of LGD in Z University from six steps including competency modeling,assessment regulation,scale development,assessor＇s selection and process schedule. To validate the effectiveness of I.GD,the information from assessors,deans of college and candidates has been collected and convinced after the application. The reliability of assessors and the criterion-related validity and the predictive validity have been examined by the significant test. The results indicate that the application of LEG should be recommended,and further be improved by human resource directors in universities.