基于岗位胜任能力的电力企业技能人员岗位能力评价方法与体系研究

发布时间：2018-12-21 20:52

【摘要】：现代人力资源管理核心是能力管理,而人才评价则是实现对企业员工能力进行闭环管理的“纽带”。“德不胜其任,其祸必酷;能不称其位,其殃必大”,通过系统科学的人才评价体系识别适应岗位要求的员工,能够有效贯通人力资源管理全过程,提高人力资源管理各业务模块间互联互动,提升员工能力和组织能力,助推企业核心竞争力,实现人力资源价值最大化,支撑企业战略发展。本论文在现有胜任力研究成果的基础上,紧紧围绕岗位这一载体,创新性地将员工胜任力理论与岗位管理理论作为一个系统进行研究。本论文从明确界定岗位胜任力及岗位胜任力评价的内涵和组成要素入手,力图通过构建岗位胜任力评价体系解决目前电力企业员工素质测评中普遍存在的诸多弊病,如只重视考察员工外显的知识、技能而忽略内在的能力、特质以及测评标准没有量化等问题。该评价体系在充分分析企业战略发展目标和不同岗位胜任要求的基础上确定每个岗位的胜任力要素,形成胜任力模型和对应的评价标准,形成培训方法并开发岗位评价试题库。最后,将岗位能力评价体系应用于评价试点研究,并取得良好的成果。
[Abstract]:The core of modern human resource management is competence management, and talent evaluation is the "tie" to realize the closed-loop management of enterprise employees' ability. "Virtue is too much to do, and its misfortune must be cool; To identify the employees who meet the requirements of the post through a systematic and scientific talent evaluation system can effectively pass through the whole process of human resources management and improve the interconnection and interaction among the various business modules of human resources management. Improve the ability of employees and organization, promote the core competitiveness of enterprises, maximize the value of human resources, and support the strategic development of enterprises. On the basis of the existing competency research results, this paper focuses on the carrier of post and innovatively studies the theory of employee competency and post management as a system. This paper begins with defining the connotation and elements of post competence and post competency evaluation, and tries to solve many disadvantages in the evaluation of employee quality of electric power enterprises by constructing post competency evaluation system. For example, we only pay attention to the explicit knowledge and skills of the employees, but ignore the inherent ability, trait and evaluation standard without quantification and so on. The evaluation system determines the competency elements of each post, forms competency model and corresponding evaluation criteria, forms training methods and develops post evaluation test database on the basis of fully analyzing the strategic development objectives and competency requirements of different positions. Finally, the post ability evaluation system is applied to the evaluation pilot study, and good results are obtained.
【学位授予单位】：华南理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.61

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