本文選題：監(jiān)理人員 + 勝任力要素��； 參考：《天津大學(xué)》2014年碩士論文

【摘要】：勝任力模型是某一具體崗位取得高績(jī)效能力特征總和的模型,是組織建設(shè)與人力資源管理與開(kāi)發(fā)理論和實(shí)踐研究的起點(diǎn),是一系列人力資源管理開(kāi)發(fā)技術(shù)的基礎(chǔ)。監(jiān)理人員作為監(jiān)理企業(yè)的主體,其知識(shí)、技能、素質(zhì)的把握決定了監(jiān)理工作目標(biāo)的達(dá)成,決定著監(jiān)理企業(yè)核心競(jìng)爭(zhēng)力的高低。而目前監(jiān)理企業(yè)對(duì)員工的引進(jìn)、選拔、定崗、考核等是以學(xué)歷、經(jīng)驗(yàn)、執(zhí)業(yè)證書為標(biāo)準(zhǔn),未對(duì)員工的崗位勝任力做出全面的、定性和定量相結(jié)合的描述,無(wú)法科學(xué)、規(guī)范地對(duì)監(jiān)理人員的實(shí)際工作績(jī)效做出評(píng)估。本文以JK公司監(jiān)理人員為研究對(duì)象,通過(guò)發(fā)現(xiàn)招聘管理、培訓(xùn)開(kāi)發(fā)、薪酬績(jī)效管理、崗位管理等存在的不足,提出了引入勝任力模型來(lái)解決這些問(wèn)題。本文首先采用文獻(xiàn)法、職務(wù)分析法、戰(zhàn)略和文化需求分析法、崗位職責(zé)分析法、行為事件訪談法等,提出了符合JK公司各級(jí)監(jiān)理人員的勝任力要素項(xiàng)。其次,基于問(wèn)卷調(diào)查法,對(duì)監(jiān)理崗位勝任力量表數(shù)據(jù)進(jìn)行可行性檢驗(yàn)和主成分分析,采用的工具為SPSS 20.0軟件,從而確定監(jiān)理崗位關(guān)鍵性勝任力要素結(jié)構(gòu),主要包括專業(yè)技術(shù)、管理能力、職業(yè)素養(yǎng)三個(gè)勝任力要素群,并通過(guò)專家訪談法,對(duì)各級(jí)監(jiān)理人員的勝任力要素項(xiàng)進(jìn)行了修正,形成監(jiān)理人員勝任力模型指標(biāo)。第三,通過(guò)問(wèn)卷調(diào)查,運(yùn)用層次分析法確定了各監(jiān)理人員崗位勝任力要素項(xiàng)和要素群的權(quán)重,構(gòu)建了符合JK公司的監(jiān)理人員崗位勝任模型,提出了崗位勝任等級(jí)標(biāo)準(zhǔn)及相應(yīng)的行為特征描述,形成了基于勝任力的監(jiān)理崗位測(cè)評(píng)體系。最后,提出了勝任力模型在JK公司人力資源招聘與選拔、培訓(xùn)、績(jī)效管理、薪酬管理中的應(yīng)用方法和保障措施,以此提高人力資源管理的效率和價(jià)值。
[Abstract]:Competency model is the summation of the characteristics of a specific post to achieve high performance. It is the starting point of the theoretical and practical research on organizational construction and human resource management and development, and the basis of a series of human resource management and development technologies. As the main body of the supervision enterprise, the knowledge, skill and quality of the supervisor decide the achievement of the supervision goal and the level of the core competence of the supervision enterprise. At present, the supervision enterprises introduce, select, set posts, assess and so on the basis of education, experience, practising certificate, etc., without a comprehensive, qualitative and quantitative description of the staff's post competence, it is impossible to be scientific. Assess the actual work performance of supervisors in a standardized manner. This paper takes the supervisors of JK Company as the research object, through the discovery of recruitment management, training development, salary performance management, post management and other shortcomings, proposed the introduction of competency model to solve these problems. In this paper, first of all, by using the methods of literature, job analysis, strategic and cultural needs analysis, post responsibility analysis, behavior event interview and so on, the competency elements of supervisors at all levels in JK Company are put forward. Secondly, based on the questionnaire method, the feasibility test and principal component analysis of competency scale data of supervision post are carried out. The tool is SPSS 20.0 software, so as to determine the structure of key competency elements of supervision post, including professional technology. Management ability, professional accomplishment three competency element groups, and through the expert interview method, has carried on the revision to each level supervisor's competency factor item, has formed the supervision personnel competency model index. Thirdly, through the questionnaire survey, using the analytic hierarchy process (AHP) to determine the factors of competency and the weight of factor group of supervisors, and to construct the competency model of supervisory staff in accordance with JK company. This paper puts forward the standard of post competence grade and the corresponding behavior characteristic description, and forms a supervisory post evaluation system based on competency. Finally, the application and guarantee measures of competency model in JK company human resource recruitment and selection, training, performance management and compensation management are put forward to improve the efficiency and value of human resource management.
【學(xué)位授予單位】：天津大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F284

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本文編號(hào)：1948442