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.
按六個維度評分並結合崗位型別加權，輸出綜合勝任力與短板維度，生成發展建議草稿；結果為自評/初篩參考，正式任用以組織評估流程為準。
| 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 |
崗位勝任力評估工具，輸入六個維度評分，按崗位型別加權計算綜合勝任力並生成發展建議。