基于能力模型的上海W网络科技公司员工能力测评及其培育策略研究

发布时间：2018-03-31 21:45

本文选题：能力模型　切入点：能力辞典　出处：《兰州大学》2013年硕士论文

【摘要】：“互联网”行业的诞生造就了一个时代——信息时代,并且这个时代还将继续延续并更具生命力。在互联网领域中,诞生了很多伟大的企业,涌现出众多卓越的企业家,汇聚了众多优秀的技术人才。与传统产业所不同的是,互联网行业是以技术为前提的行业,更具“人才密度”,对人的能力要求更高。除对员工知识、技能等的要求之外,互联网企业更加注重员工的能力。然而,众多互联网企业在实际管理过程中,并未明确员工“能力”的真实内涵,更多地关注于员工知识、经验、技能等相对较为“显性”的能力,对员工是否具备满足互联网企业快速发展需求的“潜在”能力并没有过多关注,也并未据此完成员工“能力”管理平台的搭建。企业在面对缺人才、缺资金、缺管理的一系列显性问题面前,却又不得不面对更为复杂的员工能力体系建设的困惑。究其原因,主要表现为两个方面：其一,大多数互联网公司都处于成长期,并没有太多的资源和精力投入到人员培养环节,职能管理力度相对较弱仍然以业务开展为主；其二,缺乏对于互联网企业员工能力管理的经验。本文以w公司为例对员工能力体系建设进行系统性研究。w公司成立于2008年12月份,定位于新兴互联网领域——移动互联网,以提供便捷实惠午餐信息和订餐服务为主,目前已经开始步入商业运作阶段。公司总体队伍结构相对年轻,基础素质比较高,但是从员工队伍的深度和厚度上来讲仍有待加强,需要形成合理的梯次结构。尤其是在员工队伍能力建设,必须形成长期、持续的员工能力开发机制。因此,从公司人力资源管理上来讲,将“能力培养与提升”作为当前的重点工程。必须建立起相对系统、具备可操作性的步骤、方法及应用策略。本文在分析W公司员工队伍基本现状的基础上,从员工分层分类入手,建立员工能力模型的基本框架结构。采用BEI与半结构化访谈、战略文化演绎、内外部资料分析和标杆企业参照等四种方法,构建起w公司技术类员工能力模型,解决公司对员工能力需求的问题；通过能力定义、包含子要素、负面表现及等级定义等内容,建立公司能力辞典；通过参考相关测评工具、与外协专家合作等方式,建立公司员工能力测评模型,并对员工进行能力测评,解决员工能力识别及“短板”判断问题；最后,明确能力模型和测评结果在员工培养、招聘和激励中的应用策略。通过能力提升策略研究,为W公司对人员的选拔和培养提供明确的依据,对于互联网公司来讲,能够有效帮助企业解决员工“入口关”的问题,从而为公司未来选好人、用好人,以及构建合理的团队梯队奠定基础。
[Abstract]:The birth of the Internet industry has created an era, the information age, and this era will continue and more vitality.In the field of Internet, many great enterprises have been born, many outstanding entrepreneurs have emerged, and many outstanding technical talents have been gathered.Different from the traditional industry, the Internet industry is a technology-based industry, more "talent density", higher requirements for human capabilities.In addition to staff knowledge, skills and other requirements, Internet companies pay more attention to the ability of employees.However, in the actual management process of many Internet enterprises, the true connotation of employees'"ability" is not clear, and more attention is paid to the relatively "dominant" ability of employees, such as knowledge, experience, skills, etc.Whether or not employees have the "potential" ability to meet the rapid development needs of Internet enterprises has not been paid much attention to, nor has it been used to build the management platform of employees'"ability".Faced with a series of obvious problems, such as lack of talents, funds and management, enterprises have to face the confusion of the construction of more complex employee ability system.The main reasons are as follows: first, most Internet companies are in their growing period, and they do not devote too much resources and energy to personnel training, and the function management is relatively weak, still mainly business development; second,Lack of experience in capacity management of Internet employees.This article takes w company as an example to carry on the systematic research to the staff ability system construction. The w company was established in December 2008, it is located in the emerging Internet field-mobile Internet, mainly to provide convenient and affordable lunch information and order service.At present, it has begun to enter the stage of business operation.The overall team structure of the company is relatively young, the basic quality is relatively high, but from the depth and thickness of the staff team, it still needs to be strengthened, so it is necessary to form a reasonable echelon structure.Especially in the staff capacity building, must form the long-term, continuous staff ability development mechanism.Therefore, from the point of view of human resource management, ability training and upgrading is regarded as the current key project.A relative system must be established with operational steps, methods and application strategies.Based on the analysis of the current situation of W Company's workforce, this paper sets up the basic frame structure of employee competency model from the classification of employee stratification.By using BEI and semi-structured interview, strategic culture deduction, internal and external data analysis and benchmarking enterprise reference, this paper constructs the competency model of technical staff in w company, solves the problem of the company's ability demand, and defines the ability.Including sub-elements, negative performance and grade definition, the establishment of the company competency dictionary; through the reference of relevant evaluation tools, cooperation with experts, build the employee competency evaluation model, and evaluate the ability of employees,Finally, define the application strategies of competency model and evaluation results in employee training, recruitment and motivation.Through the research of ability enhancement strategy, it can provide clear basis for W company to select and train personnel. For Internet companies, it can effectively help enterprises solve the problem of "entry gate" for employees, so as to select a good person for the company in the future.Use good people, and build a reasonable team echelon to lay the foundation.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F49

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