文化创意人才胜任特征研究

发布时间：2018-06-29 00:58

本文选题：文化创意人才 + 胜任特征　；参考：《西安石油大学》2014年硕士论文

【摘要】：由于文化创意产业的高附加值、可持续发展性、大容量的就业机会和高于国民经济的增速等而受到越来越多国家的重视，并成为越来越多国家和地区的发展方略。不少国家更提出了“文化立国”、“文化强国”的战略，文化创意产业因此成为21世纪世界经济中最具活力的产业之一。我国文化创意产业起步较晚，，在政府的大力倡导下，文化创意产业正成长为中国经济发展的新引擎。但总体来说，由于受到体制建设、人才供给不足等诸多因素的制约，我国文化创意产业的发展还比较缓慢。特别是文化创意人才匮乏的问题，已经成为制约我国文化创意产业发展的主要瓶颈。而与这一紧缺的人才需求现状所不相对称的是，我国每年有大量与创意相关专业的毕业生涌入到就业大军。本文正是在这样的背景下，从基于胜任特征的人力资源管理的角度出发，试图通过研究去识别我国文化创意人才所具备的胜任特征，从而为文化创意人才的人力资源管理提供有效的工具，为文化创意人才的有效利用与开发寻找突破口。进而彻底打破我国文化创意人才市场上所凸显的供需不平衡问题。本文以文化创意人才为研究对象，通过文献资料分析、问卷调查、招聘广告分析、层次分析法、描述性统计等多种研究方法，提取出文化创意人才所具备的胜任特征指标。最后构建出文化创意人才胜任特征指标体系。该体系分为两个层级，第一个层级分为五个部分，分别为基础知识与技能、通用能力、岗位能力、个人特征、意识与动机。第二个层级由基础知识、相关计算机软件将技能、善于沟通等20项指标组成。其中，一级指标中，岗位能力和个人特质的权重较高，二级指标中创新能力、领悟性高、学习理解能力、创意表达能力的权重相对比较高。人力资源专员或相关培训机构在创意人才识别、开发与管理的过程中，可以借鉴提取出的创意人才胜任特征指标，并且重点关注权重值较高的指标。最后，以陕西省为例，分析了文化创意人才胜任特征指标体系在人力资源管理过程中的应用，以使其成为有利的人力资源管理工具，有效激发和利用文化创意人才资源。
[Abstract]:More and more countries attach importance to cultural and creative industries because of their high added value, sustainable development, large capacity employment opportunities and higher growth rate than the national economy, and become the development strategy of more and more countries and regions. Many countries have put forward the strategy of "building a country with culture" and "a strong country of culture". Therefore, cultural and creative industries have become one of the most dynamic industries in the world economy in the 21st century. China's cultural and creative industries started late. Under the government's strong advocacy, the cultural and creative industries are becoming a new engine of China's economic development. But generally speaking, the development of cultural and creative industry in China is still slow because of the restriction of system construction and the shortage of talent supply and so on. In particular, the shortage of cultural and creative talents has become the main bottleneck restricting the development of cultural and creative industries in China. But what is not symmetrical with this shortage of talent demand is that every year a large number of graduates of creative related majors pour into the employment force in our country. In this context, from the perspective of human resource management based on competency, this paper tries to identify the competency of Chinese cultural and creative talents through research. Thus, it provides an effective tool for the human resource management of cultural and creative talents, and provides a breakthrough for the effective utilization and development of cultural and creative talents. And then completely break the imbalance of supply and demand in the market of cultural and creative talents. This article takes the cultural creative talents as the research object, through the literature analysis, the questionnaire survey, the recruitment advertisement analysis, the analytic hierarchy process, the descriptive statistics and so on many kinds of research methods, extracts the cultural creativity talented person to have the competency characteristic index. Finally, construct the index system of cultural and creative talents' competency. The system is divided into two levels, the first level is divided into five parts, namely, basic knowledge and skills, general competence, post ability, personal characteristics, consciousness and motivation. The second level consists of 20 basic knowledge, related computer software skills, good communication and other 20 indicators. Among them, the weight of post ability and personal trait is higher in primary index, innovation ability, comprehension ability, learning comprehension ability and creative expression ability are relatively high in secondary index. In the process of identifying, developing and managing creative talents, human resource specialists or related training institutions can draw lessons from the competency index of creative talents, and focus on the high weight index. Finally, taking Shaanxi Province as an example, this paper analyzes the application of cultural and creative talents competency index system in the process of human resource management, so as to make it a favorable human resources management tool and effectively stimulate and utilize cultural and creative talent resources.
【学位授予单位】：西安石油大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;G124

【参考文献】