基于MY公司企业中层管理人员胜任素质模型研究

发布时间：2018-01-29 00:36

本文关键词： 中层管理者胜任素质模型　出处：《电子科技大学》2016年硕士论文　论文类型：学位论文

【摘要】：现代企业间的竞争,不管多么错综复杂,最终都聚焦于企业人才的竞争。对于一个企业而言,要想在激烈的市场竞争中立于不败之地,需要持续提高组织内成员的能力和绩效水平,换句话说,企业核心员工的能力素质决定了企业的核心竞争力。本文研究的通信运营商,属于国有大型企业,当前正处于转型的关键时期。近年来,受到来自移动互联网的强烈冲击,移动流量爆发式增长,OTT业务给运营商短信和语音业务带来巨大影响,造成增量不增收的现象,信息消费不断向终端和应用转移。同时营改增政策,以及提速降费对运营商的成本和收入端造成压力。通信行业的同质化竞争愈发严重,三大运营商面临被管道化和边缘化的局面。在企业转型的关键期,中层管理者作为企业发展的核心力量,他们对公司的发展起着举足轻重的作用。当前,企业沿用老国企传统的人才选拔和激励机制,已无法适应转型期人才发展战略的需要。论文结合企业战略和组织文化等内容,运用人力资源管理、胜任素质理论、战略管理、组织行为学、绩效管理、心理学等方面的研究成果,对企业中层管理者的胜任素质模型进行了有益探索,为企业人力资源管理工作提供科学的理论依据。文中,首先对胜任素质模型的相关理论及国内外研究现状进行了详细阐述,随后,分析了MY公司的发展状况,公司中层管理人员结构及选拔现状,接着,通过对中层管理人员的调研和访谈,对调研数据进行统计、分析。结合企业发展战略和文化背景,建立一套符合通信企亚的中层管理者胜任素质模型。最后,探讨了胜任素质模型在企业人力资源管理工作中的应用,同时也为行业内其他运营商的人力资源管理工作提供了科学的参考依据。
[Abstract]:The competition among modern enterprises, no matter how intricate, is focused on the competition of talents. For an enterprise, it wants to be in an invincible position in the fierce market competition. It is necessary to improve the ability and performance level of the members of the organization continuously. In other words, the competence quality of the core employees determines the core competitiveness of the enterprise. The communication operators studied in this paper belong to the large state-owned enterprises. In recent years, by the strong impact from the mobile Internet, the explosive growth of mobile traffic OTT service to the operators of short message and voice services have a huge impact. As a result of the phenomenon of no incremental income, information consumption is constantly transferred to terminals and applications. At the same time, the policy of management changes and increases. And speed up and reduce the cost of operators and revenue end of the pressure. The communication industry is more and more serious homogeneous competition, the three major operators are faced with the situation of management and marginalization. In the critical period of enterprise transformation. Middle managers as the core force of enterprise development, they play a pivotal role in the development of the company. At present, enterprises follow the traditional talent selection and incentive mechanism of old state-owned enterprises. It can not meet the needs of talent development strategy in the transition period. This paper combines enterprise strategy and organizational culture, and applies human resource management, competency theory, strategic management, organizational behavior, performance management. Psychology and other aspects of research results, the mid-level managers of the enterprise competency model has been a useful exploration, for the enterprise human resources management work to provide a scientific theoretical basis. First of all, the relevant theory of competency model and domestic and foreign research status are described in detail. Then, the development of my company, the structure of mid-level managers and the status quo of selection are analyzed. Through the middle management research and interviews, the survey data are analyzed. Combined with the enterprise development strategy and cultural background, a set of middle-level managers in line with the communication enterprise competency model. Finally. This paper discusses the application of competency model in the human resource management of enterprises and provides a scientific reference for the human resource management of other operators in the industry.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F626

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