供电企业岗位胜任特征模型构建及其应用研究

发布时间：2018-12-20 07:52

【摘要】：国家电网公司经过多年实践探索,确立了“一强三优”(电网坚强,资产优良、服务优质、业绩优秀)现代公司的战略目标和创建“两个一流”(创建世界一流电网、创建国际一流企业)的公司愿景。但由于历史原因,国家电网公司长期形成的公司管理体制和机制,层级多、链条长,对企业发展形成了严重制约。基于战略环境的变化,国家电网公司提出了以“三集五大”为主的供电企业发展体系建设,通过人财物的集约化管理,全面提高供电企业管理效率、经济效益和服务水平。这对供电企业人力资源管理提出了更高的要求。本文通过分析供电企业发展体系建设的实质,把握供电企业发展对岗位职责变化的影响,以国内外岗位胜任特征理论研究为依据,着力分析了基于胜任特征的人力资源管理体系的优势,在文献检索的基础上,利用结构化访谈、行为事件访谈、O*NET工作分析问卷、通用胜任特征能力检核表、FGI团体焦点访谈等方法,选取了供电企业重点关键岗位开展工作分析,以供电企业发展体系建设的要求为根据,编制了供电企业关键岗位说明书,构建了供电企业关键岗位的胜任特征模型,并在关键岗位胜任特征模型的基础上进行应用研究,开发形成供电企业关键岗位结构化面试题库和360度反馈评价问卷,为供电企业岗位招聘、绩效管理、薪酬分配等人力资源管理工作提供基础和依据。本文构建的岗位胜任特征模型反映了供电企业各关键岗位的核心能力和素质特征,基于关键岗位胜任特征开发的结构化面试题库和360度反馈评价问卷,在供电企业岗位招聘、绩效评价工作中予以了实际应用。本文的应用研究为供电企业基于胜任特征的人力资源管理提供了可操作的工具和方法,有助于提高供电企业人力资源管理的科学化和标准化,有助于促进人力资源管理服务公司发展,为供电企业战略目标的实施提供支持与帮助。
[Abstract]:After many years of practice and exploration, State Grid Company has established the strategic goal of "one strong and three excellent" (strong grid, excellent assets, good service, excellent performance) and established "two first-class" (creating world class power grid). Company vision for the creation of international top-class enterprises. However, due to historical reasons, the long-term formation of the state grid company management system and mechanism, there are many levels, long chain, the development of enterprises has formed a serious constraint. Based on the change of strategic environment, the State Grid Company has put forward the development system construction of power supply enterprise with "three sets and five big". Through intensive management of people and property, the management efficiency, economic benefit and service level of power supply enterprise can be improved in an all-round way. This has put forward higher request to human resource management of power supply enterprise. By analyzing the essence of the development system of power supply enterprises and grasping the influence of the development of power supply enterprises on the changes of post responsibilities, this paper bases on the theory of post competence at home and abroad. The advantage of human resource management system based on competency is analyzed. On the basis of literature retrieval, structured interview, behavior event interview, O*NET job analysis questionnaire, general competency check table are used. FGI group focus interview and other methods, selected key positions of power supply enterprises to carry out work analysis, based on the requirements of power supply enterprise development system construction, compiled the power supply enterprise key positions specification. The competency model of key positions in power supply enterprises is constructed, and the applied research is carried out on the basis of the competency model of key posts. The structured interview question bank and 360 degree feedback evaluation questionnaire are developed for key positions in power supply enterprises. Provide basis and basis for HR management such as post recruitment, performance management and salary distribution in power supply enterprises. The post competency model constructed in this paper reflects the core competence and quality characteristics of the key positions in power supply enterprises. The structured interview question bank and 360 degree feedback evaluation questionnaire are developed based on the competency characteristics of the key positions, and the positions are recruited in power supply enterprises. Performance evaluation has been applied in practice. The application research in this paper provides an operational tool and method for human resource management based on competency in power supply enterprises, which is helpful to improve the scientific and standardization of human resource management in power supply enterprises. Help to promote the development of human resources management service companies, and provide support and help for the implementation of strategic objectives of power supply enterprises.
【学位授予单位】：华北电力大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.61

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