重庆地区企业人力资源经理胜任特征的实证研究

发布时间：2018-01-15 23:03

本文关键词：重庆地区企业人力资源经理胜任特征的实证研究　出处：《重庆大学》2005年硕士论文　论文类型：学位论文

【摘要】： 知识经济使得人日益成为企业竞争力的核心,对人的内在素质,包括知识、技能、行为、个性特征、内驱力等因素与工作绩效之间关系的研究日益深入,基于胜任特征的人力资源管理也越来越受到理论界和实践界的关注。作为企业人力资源管理的主要发起者和执行者,企业人力资源经理的选聘和开发开始成为理论界和企业界关注的焦点。美国人力资源管理的研究者提出了未来人力资源经理须担负的五大角色,即战略伙伴、领导者、雇员激励者、技术专家以及变革推动者,从而对人力资源经理的胜任特征提出了新的要求。理论上的构建与现实企业中人们的认识一致吗?尤其在我国人力资源管理较为落后的情况下,企业员工对人力资源管理人员的胜任特征又是如何认识的呢? 本项研究以人力资源经理为研究的对象,在充分的文献研究和实际调查的前提下,对比国内外胜任特征研究的优缺点,结合重庆地区的实际情况,采用问卷调查法进行研究,力图通过问卷调查的方式了解重庆地区企业人力资源经理胜任特征的构成。问卷设计以美国心理学家Boyatzis关于胜任特征定义的六个维度为理论依据,结合对人力资源经理的职位分析和招聘广告的调查分析,并在进行开放式访谈和专家评价的基础,自编人力资源管理经理胜任特征问卷。在对初试问卷和正式问卷数据进行因素分析及信效度检验的基础上,笔者得出重庆地区的企业人力资源经理胜任特征由以下成份构成:影响能力、协调能力、服务能力、学习能力、个人魅力和组织能力。本研究在构建了重庆地区人力资源经理的胜任特征因素的基础上,还深入地通过企业规模、企业性质、人员职位、人员的管理层级等变量的分析。同时,本研究还对优秀的人力资源经理、人力资源经理和行政经理在胜任特征上差异分析。本研究结果可为企业在人力资源管理者的招募与选拔、培训与开发、绩效评估与综合素质测评、薪酬管理、职业生涯管理等工作中提供参考。
[Abstract]:Knowledge economy makes people become the core of enterprise competitiveness. The relationship between internal quality, including knowledge, skills, behavior, personality, internal drive, and job performance has been deeply studied. The human resource management based on competency is paid more and more attention by the theory and practice circles. As the main initiator and executor of the enterprise human resource management. The selection and development of human resource managers in enterprises have become the focus of attention in the theoretical and business circles. The researchers of American human resources management have proposed five roles that human resource managers should take in the future, namely strategic partners. Leaders, employee motivators, technical experts and agents of change have made new demands on the competence of human resources managers. Especially in our country the human resources management is relatively backward, how to understand the competence of the enterprise staff to the human resources management personnel? This research takes the human resources manager as the research object, under the premise of the sufficient literature research and the actual investigation, contrasts the domestic and foreign competency characteristic research's advantage and disadvantage, unifies the Chongqing area actual situation. A questionnaire survey was conducted. The questionnaire design is based on the six dimensions of competency definition proposed by American psychologist Boyatzis. . Combined with the position analysis of human resources manager and the survey and analysis of recruitment advertisement, and the basis of open interviews and expert evaluation. On the basis of factor analysis and reliability and validity test on the data of initial test questionnaire and formal questionnaire. The author concludes that the competency of human resource managers in Chongqing area consists of the following elements: influence ability, coordination ability, service ability, learning ability, personal charm and organizational ability. On the basis of constructing the competency factors of human resource managers in Chongqing area, this study also analyzes the variables of enterprise size, enterprise nature, personnel position, personnel management level and so on. At the same time. This study also analyzes the differences of competency between excellent human resource managers, human resource managers and administrative managers. The results of this study can be used to recruit and select, train and develop human resource managers in enterprises. Performance evaluation and comprehensive quality evaluation, salary management, career management and other work to provide reference.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2005
【分类号】：F279.27

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