徐工研究院研发人员胜任力模型研究

发布时间：2018-05-29 20:42

本文选题：胜任力 + 胜任力模型　；参考：《吉林大学》2010年硕士论文

【摘要】： 企业研发水平的高低代表了企业研发实力的高低,在激烈的市场竞争中,企业与企业之间的竞争归根结底是企业核心能力的竞争,而人力资源是核心竞争能力最重要的要素之一。企业的研发人员作为核心技术的载体,他们的胜任水平决定着企业未来发展的方向和动力。此外,对于研发人员个人而言,为了实现自身的职业理想,谋求职业上的发展,他们也需要对自己做出评价,结合不同级别岗位的胜任水平来提升自己。因此,无论从企业的角度来看,想吸引能够胜任岗位的优秀人员增强企业的研发实力,还是从研发人员自身的角度来看,为了以后自身的职业生涯规划,对研发人员进行胜任力模型研究都具有非常重要的现实意义。国内外学者对研发人员胜任力模型的研究为本文奠定了良好的理论基础,本文在构建胜任力模型时不是采用传统的BEI(行为事件访谈),而是通过大量的文献阅读及招聘广告分析的方法构建初步的研发人员胜任力模型,在此基础上针对徐工研究院的实际情况设计出调查问卷,并运用统计软件SPSS13.0进行统计分析,从而得出针对徐工研究院研发人员级别的岗位研发人员的胜任力特质。在此理论基础上,再对不同级别的研发人员做出职位资格等级的确定,从而为员工的职业发展提供一个理论依据。胜任力模型的研究最重要的莫过于对该模型的应用,希望通过本文的论述,能够为胜任力模型的构建和应用提供一个崭新的视角,同时为企业人力资源的管理工作提供借鉴。
[Abstract]:The level of enterprise R & D represents the strength of enterprise R & D. In the fierce market competition, the competition between the enterprise and the enterprise is ultimately the competition of the core competence of the enterprise. Human resources is one of the most important elements of core competence. Enterprise R & D personnel as the carrier of core technology, their competence determines the future direction and power of enterprise development. In addition, for R & D personnel, in order to realize their professional ideals and seek career development, they also need to evaluate themselves and improve themselves by combining the competence of different levels of posts. Therefore, whether from the perspective of an enterprise, to attract qualified personnel to enhance the R & D strength of the enterprise, or from the perspective of the R & D personnel themselves, in order to plan their own career in the future, It is very important to study the competency model of R & D personnel. The research on competency model of R & D personnel at home and abroad has laid a good theoretical foundation for this paper. In this paper, instead of using the traditional Bei (Behavioral event interview), the competency model of R & D personnel is constructed by a large number of literature reading and recruitment advertising analysis methods. On the basis of this, the questionnaire is designed according to the actual situation of Xugong Research Institute, and the statistical software SPSS13.0 is used to carry out statistical analysis, so as to obtain the competency of the R & D personnel in the level of R & D personnel of Xugong Research Institute. On the basis of this theory, the position qualification grade of R & D personnel at different levels is determined, which provides a theoretical basis for the career development of employees. The most important research of competency model is the application of this model. It is hoped that this paper can provide a new perspective for the construction and application of competency model and provide reference for the management of enterprise human resources.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：G322.7

【引证文献】