HS地产集团项目经理胜任力素质模型构建及应用研究

发布时间：2018-09-12 21:01

【摘要】：随着我国经济增速放缓,地产行业整体赢利水平下降,整个行业面临前所未有的困境,房企之间的竞争日趋激烈,人才竞争也空前加剧。作为广西的一家中型地产企业,HS地产集团面临人岗匹配度低、员工离职率高的问题。为了提高招聘的有效性,甄选到与公司战略文化、岗位要求契合度高的人才,公司决定构建关键岗位项目经理的胜任力素质模型,以期降低离职率,改善绩效,促进公司战略达成。文章以项目经理这个关键岗位的胜任力素质模型为研究客体,通过对集团战略文化解读、岗位职责分析、行为事件访谈、专家小组评价、问卷调查、统计分析等多种研究方法综合运用,采取定性分析和定量分析相结合的形式,成功构建了HS地产集团项目经理胜任力素质模型。该模型包含3个维度,分别是管理任务的能力、管理他人的能力和管理自我的能力,包含项目管理、经验运用等14项素质指标。文章还通过因子分析中的主成份分析法,确定了模型各项素质的指标权重,为模型更广泛地应用于人力资源管理的各个方面奠定了基础。文中将模型成功地应用到公司项目经理的招聘甄选环节,取得了显著的效果,并理论联系实际,详细阐述了基于胜任力素质模型的绩效管理和人才培养发展,为HS地产集团下一步的人力资源管理指出了努力方向。相信本文的研究在丰富了素质模型理论实证研究的同时,也能为其他类似企业提供借鉴。
[Abstract]:With the slowdown of economic growth in our country, the overall profit level of the real estate industry is declining, the whole industry is facing unprecedented difficulties, the competition between housing enterprises is becoming increasingly fierce, and the competition for talent is also unprecedented. As a medium-sized real estate company in Guangxi, HHS Real Estate Group faces the problem of low matching and high turnover rate. In order to improve the effectiveness of recruitment, to select talents with a high degree of adaptability to the strategic culture of the company and to meet the requirements of the position, the company decided to build a competency model for project managers in key positions in order to reduce the turnover rate and improve performance. Promote the achievement of company strategy. This paper takes the competency model of the key position of project manager as the research object, through the interpretation of group strategy culture, post responsibility analysis, behavior event interview, expert group evaluation, questionnaire survey. By comprehensive application of statistical analysis and other research methods, the HS real estate group project manager competency quality model is successfully constructed by combining qualitative analysis with quantitative analysis. The model includes three dimensions: the ability to manage tasks, the ability to manage others and the ability to manage oneself, including 14 quality indicators, such as project management, experience application, etc. Through the principal component analysis in the factor analysis, the index weight of each quality of the model is determined, which lays the foundation for the model to be more widely used in all aspects of human resource management. In this paper, the model is successfully applied to the recruitment and selection of project managers in the company, and remarkable results are obtained. The performance management based on competency model and the development of talent training are expounded in detail, combining theory with practice. HS real estate group for the next step of human resources management pointed out the direction of efforts. It is believed that the research in this paper not only enriches the theoretical and empirical research of quality model, but also provides reference for other similar enterprises.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.91;F299.233.4

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