Score six competency dimensions and weight them by job type to produce an overall competency score, level and development suggestions for talent review, promotion assessment and training planning.
按六个维度评分并结合岗位类型加权，输出综合胜任力与短板维度，生成发展建议草稿；结果为自评/初筛参考，正式任用以组织评估流程为准。
| Item | Formula / Note | Source / Standard |
|---|---|---|
| Competency iceberg | Above waterline: knowledge/skills (measurable); below: motives/traits/self-concept (hard to change) | McClelland 1973, 'Testing for Competence' |
| 360-degree feedback | Multi-source ratings from manager, peers, reports, clients, compared with self-assessment | Common talent-assessment practice |
| KSAO framework | Knowledge, Skills, Abilities, Other attributes, each with behavioral anchors | O*NET job-analysis framework |
| Development plan | 70-20-10: 70% on-the-job, 20% coaching/mentoring, 10% formal training | Center for Creative Leadership 1990s rule of thumb |
岗位胜任力评估工具，输入六个维度评分，按岗位类型加权计算综合胜任力并生成发展建议。