M公司高层管理者岗位胜任能力测评研究
发布时间：2018-10-05 16:45
【摘要】：企业高层管理者作为企业人力资本的核心要素，对企业的发展起着重要的作用，企业高层管者的能力对企业管理效率有着重要的影响。同时许多企业也认识到，开发高层管理者的岗位胜任能力和提升高层管理的能力素养是推动企业持续创新和发展的强劲动力。要提高高层管理者的岗位胜任能力，首先需要采用科学的测评方法对高层管理者能力进行测评，通过测评了解高层管理者岗位胜任力状况，而后对其能力需求进行有针对性的培训，从而提高其岗位胜任能力。 本文基于岗位胜任力相关理论基础及国内外研究现状，对高层管理者、岗位胜任力以及胜任力测评等进行了概念界定，针对M公司高层管理者岗位胜任力测评任务，，采用岗位分析、行为事件访谈等方法，构建了涵盖15个胜任力指标的高层管理者岗位胜任力模型。在此基础上，通过建立岗位胜任力测评标准和选择有效测评方法对其高管岗位能力进行测评。最后设计了测评流程实施测评，并完成对测评数据的处理，得到每个岗位的胜任能力得分并对结果进行分析，提出高层管理人员岗位胜任能力提升的方向和途径。
[Abstract]:As the core element of human capital, senior managers play an important role in the development of enterprises, and the ability of senior managers has an important impact on the efficiency of enterprise management. At the same time, many enterprises also recognize that developing the post competence of senior managers and enhancing the competence literacy of senior management are the strong driving forces to promote the continuous innovation and development of enterprises. In order to improve the post competence of senior managers, first of all, we need to use scientific evaluation methods to evaluate the competence of senior managers, through which we can understand the status of post competence of senior managers. Then to its ability demand to carry on the targeted training, thus enhances its post competence. Based on the theoretical basis of post competence and the current research situation at home and abroad, this paper defines the concepts of senior manager, post competence and competency evaluation, aiming at the task of post competency evaluation of M company. Using the methods of post analysis and behavior event interview, this paper constructs a competency model of top management which covers 15 competency indexes. On this basis, through the establishment of post competency evaluation standards and the selection of effective evaluation methods to evaluate the post competence of senior executives. Finally, the evaluation process is designed to carry out the evaluation, and the processing of the evaluation data is completed, the competency score of each post is obtained and the results are analyzed, and the direction and approach of improving the competency of the senior management post are put forward.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.91;F426.92
本文编号：2254122
[Abstract]:As the core element of human capital, senior managers play an important role in the development of enterprises, and the ability of senior managers has an important impact on the efficiency of enterprise management. At the same time, many enterprises also recognize that developing the post competence of senior managers and enhancing the competence literacy of senior management are the strong driving forces to promote the continuous innovation and development of enterprises. In order to improve the post competence of senior managers, first of all, we need to use scientific evaluation methods to evaluate the competence of senior managers, through which we can understand the status of post competence of senior managers. Then to its ability demand to carry on the targeted training, thus enhances its post competence. Based on the theoretical basis of post competence and the current research situation at home and abroad, this paper defines the concepts of senior manager, post competence and competency evaluation, aiming at the task of post competency evaluation of M company. Using the methods of post analysis and behavior event interview, this paper constructs a competency model of top management which covers 15 competency indexes. On this basis, through the establishment of post competency evaluation standards and the selection of effective evaluation methods to evaluate the post competence of senior executives. Finally, the evaluation process is designed to carry out the evaluation, and the processing of the evaluation data is completed, the competency score of each post is obtained and the results are analyzed, and the direction and approach of improving the competency of the senior management post are put forward.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.91;F426.92
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