胜任力导向下的煤炭企业技术人员绩效评价研究

发布时间：2018-01-09 09:42

本文关键词：胜任力导向下的煤炭企业技术人员绩效评价研究　出处：《陕西科技大学》2014年硕士论文　论文类型：学位论文

【摘要】：胜任力与绩效评价相关理论的研究一直都是人力资源管理中的重要内容。胜任力提供了客观科学的优秀绩效行为标准，为绩效评价注入新的内涵，提供了新的思路。胜任力导向下的绩效评价在绩效指标的设计上可以在员工的工作业绩和胜任力发展上做出适当的平衡，更好地指导绩效评价，增加评价有效性。本文就是研究主旨就是以煤炭企业技术人员为例，对其胜任力导向下的绩效评价进行探讨，同时提出相应的实施及管理措施。通过对国内外学者的研究成果综合评述，可以得出胜任力导向下的绩效评价已经逐渐成为理论界较为热点的研究问题，对其研究由最初的理论阐述到如今针对各行各岗位分别进行深入的实证研究，但其研究多数集中在高校教师、公务员、销售人员等方面，，针对煤炭企业技术人员的探讨则非常少。煤炭企业具有工程量大、技术操作复杂、专业要求高、资源消耗大等特点，因此对技术人员的依赖和要求程度较高。传统以结果为导向的评价体系，对技术人员的评价缺乏全面性和针对性，无法充分调动技术人员的工作积极性，也没有起到对技术人员长期能力发展的指引作用，加上煤炭企业本身具有工作环境恶劣、工作条件艰苦等劣势，更加不利于技术人员的引进、培养和保持。因此本文研究这一课题对煤炭企业长远发展及技术人员素质提高有着重要的意义。本文将胜任力的思想引入煤炭企业技术人员绩效评价当中，利用理论分析和案例分析相结合的方法进行研究。首先通过文献综述系统阐述了国内外学者关于胜任力与绩效评价之间关系的研究成果；其次本文分析了目前煤炭企业技术人员绩效评价存在的问题，并在此基础上提出将胜任力引入煤炭企业技术人员绩效评价中的必要性；接着利用文献研究、行为事件访谈以及问卷调查法构建了煤炭企业技术人员胜任力模型，并将其与传统业绩指标相结合确定了胜任力导向的绩效评价指标体系；最后提出了该评价体系的具体实施，以及对人力资源管理其他环节的指导作用，并通过案例分析验证其可行性，以期为相关问题的研究和解决提供一些思路和借鉴。本文研究的绩效是指技术人员的综合绩效，既包含工作业绩，又包含岗位胜任能力，短期与长期绩效并重，更加全面的衡量煤炭企业技术人员的工作水平。本文的研究成果主要有：第一，构建了煤炭企业技术人员胜任力模型，该模型将胜任力划分为六个维度，共计22项胜任力特征；第二，结合传统业绩评价，构建出胜任力导向下的煤炭企业技术人员绩效评价指标体系，并利用层次分析法确定各指标的权重；第三，提出胜任力导向下的煤炭企业技术人员绩效评价实施及其管理的相关措施，进一步完善本文的研究。
[Abstract]:Competence and performance evaluation theory research has been an important part of human resource management. Competency provides an objective and scientific standard of excellent performance behavior and injects new connotation into performance evaluation. It provides a new way of thinking. Competence-oriented performance evaluation in the design of performance indicators can make a proper balance between performance and competency development of employees, and better guide performance evaluation. The purpose of this paper is to take the technical personnel of coal enterprises as an example to discuss the performance evaluation under the guidance of competence, and to put forward the corresponding implementation and management measures at the same time. Through a comprehensive review of the research results of domestic and foreign scholars, it can be concluded that performance-oriented performance evaluation has gradually become a hot research issue in the field of theory. From the initial theoretical elaboration to the current in-depth empirical research on the posts of each bank, but the majority of its research focused on university teachers, civil servants, sales personnel and so on. The discussion of technical personnel in coal enterprises is very few. Coal enterprises have the characteristics of large amount of engineering, complex technical operation, high professional requirements and large consumption of resources. Therefore, the degree of dependence and requirements on technical personnel is high. Traditional results-oriented evaluation system, the evaluation of technical personnel lack of comprehensiveness and pertinence, can not fully mobilize the enthusiasm of technical personnel. Nor has it played a guiding role in the long-term development of technical personnel, plus the coal enterprises themselves have poor working environment, difficult working conditions and other disadvantages, which is even more detrimental to the introduction of technical personnel. Therefore, the study of this subject is of great significance to the long-term development of coal enterprises and the improvement of the quality of technical personnel. This paper introduces the idea of competence into the performance evaluation of technical personnel in coal enterprises. Firstly, through the literature review, the author systematically expounds the research results of the relationship between competency and performance evaluation. Secondly, this paper analyzes the problems existing in the performance evaluation of technical personnel in coal enterprises, and puts forward the necessity of introducing competence into the performance evaluation of technical personnel in coal enterprises. Then, the competency model of technical personnel in coal enterprises is constructed by literature research, behavior event interview and questionnaire survey, and the competency oriented performance evaluation index system is determined by combining it with traditional performance indicators. Finally, the paper puts forward the concrete implementation of the evaluation system and its guiding role to other links of human resources management, and verifies its feasibility through case analysis. In order to provide some ideas and reference for the research and solution of related problems. The performance studied in this paper refers to the comprehensive performance of technical personnel, which includes both job performance and post competence, and pays equal attention to short-term and long-term performance. The main research results of this paper are as follows: first, the competency model of technical personnel in coal enterprises is constructed, which divides competency into six dimensions. A total of 22 competency features; Secondly, combining with the traditional performance evaluation, the paper constructs the competency oriented performance evaluation index system of technical personnel in coal enterprises, and uses AHP to determine the weight of each index. Thirdly, put forward the relevant measures of performance evaluation and management of technical personnel in coal enterprises under the guidance of competency, and further improve the research of this paper.
【学位授予单位】：陕西科技大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.21;F273.1;F272.92

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