本文關(guān)鍵詞：零售企業(yè)中層管理者勝任力模型構(gòu)建研究　出處：《山東大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

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【摘要】：近年來(lái),受行業(yè)發(fā)展趨勢(shì)以及電商沖擊影響,零售行業(yè)轉(zhuǎn)型已成必然,這對(duì)零售行業(yè)的人力資源體系提出了更高的要求。特別是中層管理者群體,作為企業(yè)管理團(tuán)隊(duì)中的中流砥柱,是公司高層管理者與基層管理者之間聯(lián)系的重要的紐帶和橋梁,他們素質(zhì)和能力的高低和管理水平很大程度上決定了公司戰(zhàn)略決策的落地執(zhí)行與團(tuán)隊(duì)穩(wěn)定性。勝任力是興起于20世紀(jì)70年代初期的一個(gè)新興管理理念,它用來(lái)表述個(gè)體在工作中取得優(yōu)秀績(jī)效的潛在特征和外在行為表現(xiàn)。本研究選取了LB零售企業(yè)的中層管理者作為研究對(duì)象進(jìn)行了實(shí)證性的探索研究,采用戰(zhàn)略與文化演繹、標(biāo)桿對(duì)照、行為事件訪談、焦點(diǎn)小組討論以及問(wèn)卷調(diào)研等方法探討了零售企業(yè)中層管理者的勝任力模型。從理論與實(shí)證相結(jié)合的角度,探討了零售企業(yè)的中層管理者要取得優(yōu)秀的業(yè)績(jī)需要具備哪些勝任力要素,并由此初步建立了零售企業(yè)中層管理者的勝任力模型。研究結(jié)果表明,零售企業(yè)中層管理者的勝任力模型包括以下3個(gè)因子結(jié)構(gòu),15個(gè)維度：即領(lǐng)導(dǎo)力模型(影響力、決斷力、前瞻力)、全員核心勝任力模型(誠(chéng)信、奉獻(xiàn)精神、團(tuán)隊(duì)建設(shè)、學(xué)習(xí)創(chuàng)新、危機(jī)意識(shí)、人際溝通、服務(wù)意識(shí)、執(zhí)行力、大局觀)、專業(yè)序列勝任力模型(管理規(guī)劃、市場(chǎng)敏感性、專業(yè)能力)。該研究結(jié)果可為L(zhǎng)B零售企業(yè)中層管理者人才盤(pán)點(diǎn)與選拔、培訓(xùn)與開(kāi)發(fā)等人力資源工作提供參考和依據(jù)。同時(shí),由于行業(yè)特征對(duì)管理者要求的同質(zhì)性較高,本研究結(jié)果也可提供給其他零售企業(yè)的人力資源同行借鑒和使用。
[Abstract]:In recent years, under the influence of the trend of industry development and the impact of e-commerce, the transformation of retail industry has become inevitable, which puts forward higher requirements for the human resource system of retail industry, especially the middle managers. As the mainstay of enterprise management team, it is an important link and bridge between senior managers and grass-roots managers. Their quality and ability and management level to a large extent determine the implementation of strategic decisions and team stability. Competency is a new management concept that emerged in the beginning of 1970s. It is used to describe the potential characteristics and external behavior of individuals to achieve excellent performance at work. This study selected middle managers of LB retail enterprises as the research object for empirical research. Using the methods of strategy and culture deduction benchmarking behavior event interview focus group discussion and questionnaire research this paper discusses the competency model of middle managers in retail enterprises from the perspective of theoretical and empirical combination. This paper discusses what competency elements the middle managers of retail enterprises need to have in order to achieve excellent performance, and establishes the competency model of middle managers in retail enterprises. The results show that. The competency model of middle managers in retail enterprises includes the following three factors, 15 dimensions: leadership model (influence, determination, foresight), core competency model (integrity, dedication). Team building, learning innovation, crisis awareness, interpersonal communication, service awareness, execution, overall vision, professional sequence competency model (management planning, market sensitivity. The research results can provide reference and basis for human resource work such as talent inventory and selection, training and development of middle managers in LB retail enterprises. Due to the high homogeneity of industry characteristics to managers, the results of this study can also be used for reference and use by human resources peers in other retail enterprises.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F724.2

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本文編號(hào)：1378132