SYMBOL公司基于胜任特征模型的中层管理者培训体系建构

发布时间：2018-06-24 15:28

本文选题：胜任特征模型 + 中层管理者　；参考：《山东大学》2015年硕士论文

【摘要】：随着社会的发展,企业之间的竞争愈演愈烈,而人力资本作为企业核心竞争力的重要组成部分的作用意义也日益凸显,对人力资本的不断开发必将带来人才的迅速成长,而这些必将推动企业的可持续发展。对胜任特征模型的研究是人力资源的一项基础工作,受到人力资源专家和学者的广泛关注,对于企业来说,这也是一项有开创意义的工作。员工培训是企业中用来传播知识、技能和经验的重要方式,也是培养人才的主要手段,当企业发展到一定规模时,对于员工的培训越来越重视。而传统的培训方式针对性差,没有明显地改善员工的绩效,无法达成企业管理者对培训的预期。所以,需要探索一种更有效的培训方式以提升培训效果,满足人才发展的需求,而基于胜任特征模型的培训体系随之出现,它能够解决企业培训方面的问题。SYMBOL公司是一家大型的、现代化的制浆造纸企业,2005年合资后,已经新建成二期项目,而公司计划未来投资300亿元建设新的三期项目,规模的迅速扩大需要大量的人才。中层管理者是公司的中坚力量,在公司的发展中起着重要作用,因此需要对其进行有针对性的系统培训,全面提升其管理能力,满足公司对中层管理者的要求,这样才能保证企业获得快速、健康、可持续的发展。本文以此为背景,对SYMBOL公司现有的情况进行研究和分析,发现了公司培训现有的主要问题,提出了应当构建基于胜任特征模型的培训体系。在基于胜任特征模型的培训需求调查中,采用360度测试和评价中心发现中层管理者现有状况与胜任特征要求之问的差距,找到进一步发展的胜任力；而在制定培训计划时,针对这些胜任力,中层管理者制定了个人培训合同,寻找适合自己的培训方式；在培训实施的过程中,公司高层和培训中心会提供支持,培训中心会掌握培训的进程；在培训的评估中,除传统的评估方式外,培训中心还会采用评估中心的各种工具进行综合的评估,这样才能发现在经过培训后,中层管理者的相关胜任力是否符合公司的要求。这样,在开发构建了公司的胜任特征模型后,建立了以胜任特征模型为基础的培训开发体系。通过建立基于胜任特征模型的培训体系,能够为SYMBOL中层提供更有针对性的培训,解决了公司人才培养和储备的问题,为公司人力资源工作奠定了坚实的基础,为SYMBOL公司规模的扩大和长远的发展提供了充足的人才保障。
[Abstract]:With the development of society, the competition between enterprises is becoming more and more intense, and the role of human capital as an important part of the core competitiveness of enterprises is becoming increasingly prominent. The continuous development of human capital will bring about the rapid growth of talents. These will promote the sustainable development of enterprises. The study of competency model is a basic work of human resources, which is widely concerned by human resource experts and scholars. It is also a pioneering work for enterprises. Employee training is an important way to spread knowledge, skills and experience in enterprises, and it is also the main means to train talents. When the enterprise develops to a certain scale, it pays more and more attention to the training of employees. However, the traditional training method has poor pertinence, which can not obviously improve the performance of employees, and can not meet the expectations of enterprise managers. Therefore, we need to explore a more effective training method to improve the training effect and meet the needs of talent development, and the training system based on competency model appears. It can solve the problems in enterprise training. SYMBOL is a large, modern pulp and paper enterprise. After the 2005 joint venture, it has completed a new phase II project, and the company plans to invest 30 billion yuan in the future to build a new three-phase project. The rapid expansion of scale requires a large number of talents. Middle-level managers are the backbone of the company and play an important role in the development of the company. Only in this way can the enterprise obtain fast, healthy and sustainable development. Based on this background, this paper studies and analyzes the existing situation of SYMBOL Company, finds out the main problems of the company's training, and puts forward that the training system based on competency model should be constructed. In the training needs survey based on competency model, 360 degree test and evaluation center is used to find out the gap between the current situation of middle managers and the requirements of competency, and to find further developed competence. In view of these competencies, middle-level managers have formulated personal training contracts to find suitable training methods; in the process of training implementation, the company's senior management and training center will provide support, and the training center will master the training process; In the evaluation of training, in addition to the traditional evaluation methods, the training center will also use a variety of assessment center tools for comprehensive evaluation, so as to find out whether the relevant competency of the middle managers meets the requirements of the company after training. In this way, a training development system based on competency model is established after the development of competency model. Through the establishment of a training system based on competency model, it can provide more targeted training for SYMBOL middle level, solve the problem of talent training and reserve, and lay a solid foundation for the human resources work of the company. SYMBOL for the expansion of the scale and long-term development to provide sufficient talent security.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.83

【参考文献】