基于胜任力模型的国有企业中层干部选拔体系研究
发布时间:2018-04-17 11:45
本文选题:中层干部 + 干部选拔 ; 参考:《华北电力大学(北京)》2016年硕士论文
【摘要】:党的十八届三中全会出台了《中共中央关于全面深化改革若干重大问题的决定》,正式开启了中国改革的新篇章,而作为全面深化改革重要组成部分的国有企业改革,也被赋予了新的时代意义。一直以来,国有企业作为国民经济的中流砥柱,是中国共产党执政的重要基础,在扩大就业、改善民生、促进经济发展等领域都做出了突出贡献。未来国有企业的改革发展能否达到预期目标,助力社会经济发展,与坚持党的领导密不可分。加强党组织对国有企业的领导,是进一步深化国有企业改革和发展的根本保证,而优秀的中层干部队伍则是这一保证的重要支撑,党中央关于深化国有企业改革的系列重要部署,迫切需要一批品质过硬、能力突出、业绩优秀的领导干部来不折不扣执行,因此如何选拔培养出这样一批高素质的干部队伍对国有企业的可持续发展至关重要。本文从国有企业的干部选拔任用视角出发,通过理论联系实践的方法对胜任力模型在国有企业中层干部选拔的应用进行了阐述。文章以文献分析为切入点,梳理了当下胜任力模型构建的主要思路和方法,并以国有企业G公司为研究案例,通过历史资料分析、专家小组讨论、问卷调查及相关统计分析工具,得出了G公司中层干部的通用胜任力模型,由“品格特质、共启愿景、率众前行、管控有道、开拓进取”五个维度,20项胜任力要素构成,并对胜任力模型进行了定义,将胜任行为从“胜任”到“卓越”进行了行为等级的划分。最后,通过胜任力模型构建过程中对岗位胜任认识的启发,本文从国有企业中层干部的内部选拔、培训与开发、竞争上岗和公开选拔等产生中层干部的三个主要途径切入,针对具体环节阐述了胜任力模型与现行选拔环节的融合思路,构建了基于胜任力模型的国有企业中层干部选拔体系,为国有企业的选人用人工作提供了新的思路和方法。
[Abstract]:The third Plenary session of the 18th CPC Central Committee issued the "decision of the CPC Central Committee on comprehensively deepening several important issues of Reform," which officially opened a new chapter of China's reform, and the reform of state-owned enterprises, which is an important part of the overall deepening of reform,Has also been given a new significance of the times.As the mainstay of the national economy, state-owned enterprises have made outstanding contributions in expanding employment, improving people's livelihood and promoting economic development.Whether the reform and development of state-owned enterprises can achieve the expected goal and help the social and economic development is closely related to the Party's leadership in the future.Strengthening the leadership of the Party organizations over state-owned enterprises is the fundamental guarantee for further deepening the reform and development of state-owned enterprises, and excellent middle-level cadres are an important support for this guarantee.The party Central Committee's series of important arrangements for deepening the reform of state-owned enterprises urgently need a number of leading cadres with excellent quality, outstanding ability, and outstanding performance to carry out the work in a down-to-earth manner.So how to select and cultivate such a group of high-quality cadres is very important for the sustainable development of state-owned enterprises.From the perspective of cadre selection and appointment in state-owned enterprises, this paper expounds the application of competency model in the selection of middle-level cadres in state-owned enterprises by means of combining theory with practice.Based on the literature analysis, this paper combs the main ideas and methods of the current competency model construction, and takes the state-owned enterprise G company as the research case, through the historical data analysis, the expert group discussion,The general competency model of middle-level cadres in G Company is obtained by questionnaire survey and related statistical analysis tools. The model consists of 20 competency elements from five dimensions: "character trait, shared vision, leading the way, managing youdao, pioneering enterprising".The competency model is defined and the competence behavior is classified from competence to excellence.Finally, through the inspiration to the post competence in the process of constructing competency model, this paper cuts into the three main ways to produce middle level cadres from the internal selection, training and development, competitive induction and open selection of middle-level cadres in state-owned enterprises.Aiming at specific links, this paper expounds the fusion of competency model and current selection link, and constructs a middle-level cadre selection system of state-owned enterprises based on competency model, which provides new ideas and methods for the selection and employment of personnel in state-owned enterprises.
【学位授予单位】:华北电力大学(北京)
【学位级别】:硕士
【学位授予年份】:2016
【分类号】:F272.92;F276.1
【引证文献】
相关期刊论文 前1条
1 王宏伟;赵晶;;基于胜任力的国有设计类企业中层干部考察评价研究[J];现代国企研究;2017年08期
,本文编号:1763473
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