JK公司监理人员岗位胜任力模型的构建与应用研究

发布时间：2018-05-28 22:34

本文选题：监理人员 + 胜任力要素　；参考：《天津大学》2014年硕士论文

【摘要】：胜任力模型是某一具体岗位取得高绩效能力特征总和的模型,是组织建设与人力资源管理与开发理论和实践研究的起点,是一系列人力资源管理开发技术的基础。监理人员作为监理企业的主体,其知识、技能、素质的把握决定了监理工作目标的达成,决定着监理企业核心竞争力的高低。而目前监理企业对员工的引进、选拔、定岗、考核等是以学历、经验、执业证书为标准,未对员工的岗位胜任力做出全面的、定性和定量相结合的描述,无法科学、规范地对监理人员的实际工作绩效做出评估。本文以JK公司监理人员为研究对象,通过发现招聘管理、培训开发、薪酬绩效管理、岗位管理等存在的不足,提出了引入胜任力模型来解决这些问题。本文首先采用文献法、职务分析法、战略和文化需求分析法、岗位职责分析法、行为事件访谈法等,提出了符合JK公司各级监理人员的胜任力要素项。其次,基于问卷调查法,对监理岗位胜任力量表数据进行可行性检验和主成分分析,采用的工具为SPSS 20.0软件,从而确定监理岗位关键性胜任力要素结构,主要包括专业技术、管理能力、职业素养三个胜任力要素群,并通过专家访谈法,对各级监理人员的胜任力要素项进行了修正,形成监理人员胜任力模型指标。第三,通过问卷调查,运用层次分析法确定了各监理人员岗位胜任力要素项和要素群的权重,构建了符合JK公司的监理人员岗位胜任模型,提出了岗位胜任等级标准及相应的行为特征描述,形成了基于胜任力的监理岗位测评体系。最后,提出了胜任力模型在JK公司人力资源招聘与选拔、培训、绩效管理、薪酬管理中的应用方法和保障措施,以此提高人力资源管理的效率和价值。
[Abstract]:Competency model is the summation of the characteristics of a specific post to achieve high performance. It is the starting point of the theoretical and practical research on organizational construction and human resource management and development, and the basis of a series of human resource management and development technologies. As the main body of the supervision enterprise, the knowledge, skill and quality of the supervisor decide the achievement of the supervision goal and the level of the core competence of the supervision enterprise. At present, the supervision enterprises introduce, select, set posts, assess and so on the basis of education, experience, practising certificate, etc., without a comprehensive, qualitative and quantitative description of the staff's post competence, it is impossible to be scientific. Assess the actual work performance of supervisors in a standardized manner. This paper takes the supervisors of JK Company as the research object, through the discovery of recruitment management, training development, salary performance management, post management and other shortcomings, proposed the introduction of competency model to solve these problems. In this paper, first of all, by using the methods of literature, job analysis, strategic and cultural needs analysis, post responsibility analysis, behavior event interview and so on, the competency elements of supervisors at all levels in JK Company are put forward. Secondly, based on the questionnaire method, the feasibility test and principal component analysis of competency scale data of supervision post are carried out. The tool is SPSS 20.0 software, so as to determine the structure of key competency elements of supervision post, including professional technology. Management ability, professional accomplishment three competency element groups, and through the expert interview method, has carried on the revision to each level supervisor's competency factor item, has formed the supervision personnel competency model index. Thirdly, through the questionnaire survey, using the analytic hierarchy process (AHP) to determine the factors of competency and the weight of factor group of supervisors, and to construct the competency model of supervisory staff in accordance with JK company. This paper puts forward the standard of post competence grade and the corresponding behavior characteristic description, and forms a supervisory post evaluation system based on competency. Finally, the application and guarantee measures of competency model in JK company human resource recruitment and selection, training, performance management and compensation management are put forward to improve the efficiency and value of human resource management.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F284

【参考文献】