基层公务员胜任力评价指标体系的设计与应用

发布时间：2018-03-20 00:20

本文选题：基层公务员　切入点：胜任力评价指标　出处：《哈尔滨工业大学》2016年硕士论文　论文类型：学位论文

【摘要】：胜任力是区分高绩效者和绩效平平者的个体潜在、持久的行为特征。进入21世纪以来,以工作分析和胜任力要素分析为基础的各种现代人力资源管理理论在中国的企业界广泛传播,并且得到了很好的实践。与此同时,国家公务员作为中国社会的另一个重要群体,其传统的人事管理方式向现代政府人力资源管理转化还处在艰难的探索过程中,如何把现代人力资源管理理论和实践应用到公务员队伍管理当中,逐渐成为理论界和政府部门关注的热点问题。本研究以麦克利兰21项通用胜任力词典为基础,在调查访谈的基础上,参考经典胜任力管理成果和上海、深圳等先进省市工作实践,提炼出技能、意识、知识、个性、生理等5个维度26项公务员通用胜任力要素,并设计了比较胜任力要素重要度的调查问卷。基于调查问卷的分析结果,根据权变理论和比较分析理论,提出了基层公务员岗位胜任要素模块的分析方法。提出了在当前基层公务员管理过程中,对于不同的岗位工作职责、工作趋势和重点,应构建符合岗位实际的胜任要素模块,为提升胜任力的策略和效果衡量寻找依据。根据以上研究,结合山东省基层公务员队伍管理实际,提出基于胜任力管理的基层公务员胜任力提升策略,从基层公务员的选用、培训开发和绩效激励三个角度,探讨了基层公务员胜任力提升的路径。其中选人环节包括基于胜任力分析的人员招录、人岗匹配的任用机制;育人环节包括基于胜任力分析的公务员职业生涯规划与培训课程设计;用人环节包括基于胜任力分析的绩效考核体系设计与薪酬体系的开发。本研究应用现代人力资源管理理论、结合基层公务员胜任力评估背景,将现代人力资源管理理论成果与政府工作实际相结合,提出了基层公务员26项胜任力通用要素,设计了基层公务员评价指标体系并做出考评软件进行运用。同时,结合山东省基层公务员队伍建设实际,提出了基层公务员胜任力提升的方法和路径。为我国公务员管理部门对基层公务员的招录任用、培训与开发、绩效考核、薪酬制订和职业生涯管理等方面提供了有益参考。
[Abstract]:Competence is an individual latent and persistent behavioral trait that distinguishes high performance from poor performance. Since 21th century, Various modern human resource management theories, based on job analysis and competency factor analysis, have been widely spread in the Chinese business community and have been well practiced. At the same time, civil servants are another important group in Chinese society. Its traditional personnel management mode to the modern government human resources management transformation is still in the difficult exploration process, how to apply the modern human resources management theory and the practice to the civil servant troop management, This study is based on McLillan's 21 general competency dictionaries, and on the basis of investigation and interviews, it refers to the classical competency management results and Shanghai. Shenzhen and other advanced provinces and cities to work out the skills, awareness, knowledge, personality, physiology and other five dimensions of 26 civil servants general competency elements, Based on the analysis results of the questionnaire, according to contingency theory and comparative analysis theory, This paper puts forward the analysis method of the competency element module of the post of the grass-roots civil servant, and puts forward that in the current management process of the civil servant at the grass-roots level, for different job duties, working trends and emphases, the competency element module should be constructed in accordance with the actual situation of the post. According to the above research, combined with the actual management of the grass-roots civil servants in Shandong Province, this paper puts forward the competency promotion strategy of the grass-roots civil servants based on competency management, from the selection of grass-roots civil servants. From three angles of training development and performance incentive, this paper probes into the path of improving the competence of grass-roots civil servants. Among them, the selection of candidates includes recruitment based on competency analysis and appointment mechanism of matching people and posts. Education links include civil servant career planning and training course design based on competency analysis; This research applies modern human resource management theory, and combines the background of competency evaluation of civil servants at the grass-roots level, including the design of performance appraisal system based on competency analysis and the development of compensation system. Combining the theoretical achievements of modern human resource management with the practice of government work, this paper puts forward 26 common elements of competency of civil servants at the grass-roots level, designs the evaluation index system of civil servants at the grass-roots level and makes use of the evaluation software. Combined with the actual construction of grass-roots civil servants in Shandong Province, this paper puts forward the methods and ways to enhance the competence of grass-roots civil servants. Salary formulation and career management provide a useful reference.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：D630.3

【相似文献】