IT企业实施工程师岗胜任力模型设计

发布时间：2018-01-23 04:08

本文关键词： 实施工程师岗 IT企业胜任力胜任力模型　出处：《首都经济贸易大学》2014年硕士论文　论文类型：学位论文

【摘要】：通过对IT企业的调查，发现其在发展壮大过程中存在人力资源管理效率下降、企业规模壮大但利润率却在下滑的现象，主要是由于传统人力资源非规范化的管理方式并没有激发员工的主观能动性，，人均利润率降低所致，因此，本文以BJH企业为例，通过对实施工程师岗胜任力模型的设计来研究解决方案。首先，本文通过对“冰山模型”的剖析，胜任力词典的引用以及实施工程师岗工作岗位分析、标杆人物访谈，确定了实施工程师岗胜任力模型。其次，为确保胜任力模型的科学和准确，设计、下发、回收了胜任力要求调查表，并通过SPSS统计分析软件进行数据的分析和整理。最终确认了实施工程师岗胜任力模型由知识项的专业知识、公司知识；技能与能力项的业务理解及需求把控能力、项目规划及执行能力、实施技术解决能力、客户关系处理能力；个性特质项的自我控制、人际理解力、成就导向、诚信、合作和学习精神等3个方面11个指标组成，这11个指标可累积解释92.513%的变异量，从而证明了其完全可以代表实施工程师岗的胜任力。最后，通过层次分析法设计了胜任力指标的评分权重，通过德尔菲专家法设计了每个胜任力指标的评价标准，以便进行胜任力的有效评价。综上所述，基于胜任力的人力资源管理更加科学、量化；同时，人岗的有效匹配将得以提升，人均产出大幅增长，进而也必将带动公司的营销收入进一步提高，充分证明了胜任力模型的设计和实施是人力资源管理有效的手段。
[Abstract]:Through the investigation of IT enterprises, it is found that there is a decline in the efficiency of human resource management in the process of development and expansion, but the profit margin is declining. Mainly because the traditional non-standardized management of human resources does not stimulate the subjective initiative of employees, the per capita profit rate is reduced. Therefore, this paper takes BJH enterprise as an example. Through the implementation of the engineer competency model design to study the solution. Firstly, through the analysis of "iceberg model", the reference of competency dictionary, the analysis of engineer post and the interview of benchmark, this paper determines the competency model of implementing engineer post. Secondly, in order to ensure the scientific and accurate competency model, design, issue, recall the competency requirements questionnaire. And through the SPSS statistical analysis software for data analysis and collation. Finally confirmed the implementation of the engineer competency model by the knowledge of professional knowledge, corporate knowledge; Business understanding and requirements of skills and competencies, project planning and execution capabilities, implementation of technical solutions, customer relationship handling capabilities; There are 11 indexes of personality traits, such as self-control, interpersonal understanding, achievement orientation, honesty, cooperation and learning spirit. These 11 indexes can explain the variation of 92.513%. It is proved that it can represent the competence of implementing engineer post. Finally, the grading weight of competency index is designed by AHP, and the evaluation standard of each competency index is designed by Delphi expert method in order to evaluate competency effectively. To sum up, human resource management based on competency is more scientific and quantitative; At the same time, the effective matching will be promoted, the per capita output will increase significantly, which will also lead to further increase in the company's marketing income. It is fully proved that the design and implementation of competency model is an effective means of human resource management.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92

【参考文献】