胜任力模型在K公司软件开发人员招聘中的应用研究

发布时间：2018-03-10 08:08

本文选题：软件开发人员　切入点：胜任力　出处：《延边大学》2017年硕士论文　论文类型：学位论文

【摘要】：人才招聘管理作为人力资源管理中最为重要的环节,对于企业的招聘策略和体系建设至关重要,为了满足企业经营发展需要及企业战略的实现,招聘工作的有效性显得日趋重要。现代人力资源管理要求运用科学的评价系统对员工的素质、知识及潜能等方面做出客观公正的评价。本文以K企业为研究对象,拟基于软件开发人员胜任力模型来设计相关的指标体系,采取定性与定量相结合的方法进行实例研究。本研究首先对前人的相关研究成果进行了回顾和总结,在分析了以往胜任力相关研究的成果与现状的基础上提出了本文的研究意义与研究目的。"冰山模型"是本研究胜任力模型优化的模型基础,通过文献研究整理引用了相关胜任力要素,结合专家小组法、行为事件访谈法,优化了K公司原有软件开发人员胜任力模型。其次,在对K公司软件开发人员胜任力模型进行优化时,为了确保其优化过程以及优化结果科学准确,本研究采用问卷调查的方式,对所回收的数据运用SPSS统计分析软件进行处理,确认K企业软件开发人员胜任力由知识与技能项中的自主性、分析能力、学习能力、创新能力、抗压能力,人际项中的他信能力、团队意识、合作与支持能力,个人特质项中的规范性、严谨性、目标管理能力、问题解决能力所构成。这3个方面共12个胜任力要素经测量可累积解67.031%的变异量,证明了其完全可以代表K企业软件开发人员的胜任力。最后,综合运用专家小组法,首先采用层次分析法对各级评价指标的权重进行确定,然后基于该权重结合运用模糊综合评价决策理论构建K企业软件开发人员胜任力评价体系中的胜任力评价指数。在实现了 K企业软件开发人员胜任力的综合量化评价的基础上,丰富了胜任力理论的实践应用。基于胜任力的人力资源管理实现了 K公司软件开发岗位的科学量化管理,既为企业的招聘有效性的提升提供了可能,也为企业的人力资源的规划管理提供了科学的理论依据与方法。
[Abstract]:As the most important link in human resource management, talent recruitment management is very important to the recruitment strategy and system construction of enterprises, in order to meet the needs of enterprise management and development and the realization of enterprise strategy. The effectiveness of recruitment work is becoming more and more important. Modern human resource management requires the use of scientific evaluation system to evaluate the quality, knowledge and potential of employees objectively and impartially. Based on the competency model of software developers, this paper designs the related index system, and adopts the qualitative and quantitative methods to carry out the case study. Firstly, this study reviews and summarizes the previous related research results. On the basis of analyzing the achievements and present situation of previous competency studies, the significance and purpose of this paper are put forward. "iceberg model" is the model foundation of competency model optimization in this study. Through literature research and citing relevant competency factors, combined with expert group method, behavior event interview method, the original software developer competency model of K company is optimized. Secondly, In order to ensure the optimization process and the scientific and accurate results of the optimization of the competency model of software developers of K Company, this study adopts the method of questionnaire to process the recovered data with SPSS statistical analysis software. Recognizing that the competency of K enterprise software developers consists of autonomy, analytical ability, learning ability, innovation ability, stress resistance, Thaksin ability, team consciousness, cooperation and support ability in knowledge and skills, The standard, rigor, goal management ability and problem solving ability in the personal trait item are composed of 12 competency elements, which can measure the variation of cumulative solution of 67.031%. It is proved that it can represent the competency of software developers in K enterprise. Finally, the weight of evaluation indexes at all levels is determined by AHP. Then, based on the weight and fuzzy comprehensive evaluation decision theory, the competency evaluation index of software developer in K enterprise is constructed. The comprehensive quantity of competency of software developer in K enterprise is realized. On the basis of evaluation, It enriches the practical application of competency theory. The human resource management based on competency realizes the scientific quantitative management of software development positions in K Company, which provides the possibility for the promotion of recruitment effectiveness. It also provides scientific theoretical basis and method for the planning and management of human resources.
【学位授予单位】：延边大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F49

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