本文選題：勝任力　切入點：中層管理者　出處：《吉林財經(jīng)大學》2017年碩士論文　論文類型：學位論文

【摘要】：當今的商業(yè)大環(huán)境是知識經(jīng)濟和市場經(jīng)濟齊頭并進,發(fā)電企業(yè)之間的市場競爭日趨激烈。中層管理人員的素質發(fā)展與能力提升成為企業(yè)關注的核心。由于發(fā)電企業(yè)屬于勞動密集型產(chǎn)業(yè),企業(yè)內(nèi)部管理比較薄弱,企業(yè)員工素質整體偏低,缺乏內(nèi)部行業(yè)高級人才等行業(yè)特點的影響,在行業(yè)管理中引入勝任力模型的研究不多,專門針對發(fā)電業(yè)的中層管理人員培訓的研究更少之又少。本文研究中,采用了文獻閱讀、問卷調查、實地訪談、分析比較等各種方法,試圖全面了解這一課題的研究背景和國內(nèi)外研究現(xiàn)狀及研究進展。首先,本文對員工培訓管理體系及勝任力模型的理論基礎和概念做出相關介紹;其次,介紹了遼源發(fā)電廠的企業(yè)概況和發(fā)展現(xiàn)狀,并從其中層管理人員培訓管理中存在的問題及其原因入手,分析企業(yè)中層管理人員培訓管理的現(xiàn)狀;再次,對遼源電廠70名中層管理者進行調查和訪談,通過分析了解到當前電廠已經(jīng)專門針對中層管理人員初步構建了相應的培訓管理體系,并且取得一定的培訓效果,但是當前的培訓管理體系并不完善,仍然存在一系列的問題。比如缺乏培訓需求分析、培訓方式和課程設置缺乏針對性及創(chuàng)新性、缺乏培訓后及時有效的培訓效果評估等問題。最后,通過分析企業(yè)已有的培訓管理體系存在的問題及其隱藏在問題背后的多層面的原因,結合目前企業(yè)所處的內(nèi)外環(huán)境和崗位勝任素質要求,采用調查和訪談的方式確定遼源電廠中層管理人員的培訓需求,了解到戰(zhàn)略貫徹管理、溝通能力和執(zhí)行創(chuàng)新能力排在中層管理者能力排名的后三位。以此培訓需求為基點,設計中層管理人員的培訓管理體系更加富有針對性。企業(yè)中層管理者培訓計劃的制定選取八項勝任力作為培訓重點內(nèi)容。根據(jù)培訓內(nèi)容有針對性地選擇培訓師及相應的培訓方式方法、培訓評估方式等。以確保整個培訓管理體系是系統(tǒng)完整的,培訓順利高效實施更加離不開健全、完善的培訓制度保駕護航,因此本文結合企業(yè)實際制定了相應的制度上的保障工作,使整個培訓管理體系更加系統(tǒng)化。本文構建的中層管理人員培訓管理體系豐富了遼源電廠的培訓架構,使培訓工作能夠順利高效的開展,避免傳統(tǒng)培訓的不足;朝著科學合理化的目標方向可持續(xù)發(fā)展。使企業(yè)人力資源管理體系進一步實現(xiàn)創(chuàng)新性的優(yōu)化,為實現(xiàn)遼源電廠的發(fā)展戰(zhàn)略保駕護航。
[Abstract]:Today's business environment is one in which the knowledge economy and the market economy go hand in hand. The market competition among power generation enterprises is becoming more and more intense. The quality development and ability enhancement of middle managers become the core of enterprises' attention. Because power generation enterprises belong to labor-intensive industries, the internal management of power generation enterprises is relatively weak. The overall quality of enterprise staff is low, the lack of internal industry senior talents and other industry characteristics, the introduction of competency model in industry management is not much research, The research on the training of middle managers in the power generation industry is even less. In this study, various methods such as literature reading, questionnaire survey, field interviews, analysis and comparison are used. This paper attempts to understand the research background of this topic and the current research situation and research progress at home and abroad. Firstly, this paper introduces the theoretical basis and concept of employee training management system and competency model. Secondly, This paper introduces the enterprise general situation and development status of Liaoyuan Power Plant, and analyzes the current situation of the training management of middle managers from the problems and reasons in the training management of middle managers in Liaoyuan Power Plant. Through the investigation and interview of 70 middle managers in Liaoyuan Power Plant, it is found that the current power plant has set up the corresponding training management system for middle managers, and has achieved certain training effect. However, the current training management system is not perfect, and there are still a series of problems, such as lack of training needs analysis, lack of pertinence and innovation of training methods and curriculum, Finally, by analyzing the problems existing in the existing training management system of enterprises and the reasons behind the problems, According to the internal and external environment and post competence requirements, the training needs of middle managers in Liaoyuan Power Plant are determined by means of investigation and interview, and the strategic implementation management is understood. Communication skills and executive innovation skills rank at the bottom of the list of middle-level managers. Design the training management system of middle management personnel more pertinently. The enterprise middle level manager training plan formulation selects 8 items competency as the training key content. Selects the trainer according to the training content pertinently and. The corresponding training methods and methods, Training evaluation methods to ensure that the entire training management system is systematic and complete, the smooth and efficient implementation of training can not be separated from sound, perfect training system to protect, Therefore, this paper formulates the corresponding system guarantee work according to the actual situation of the enterprise, and makes the whole training management system more systematized. The training management system of middle management personnel constructed in this paper enriches the training structure of Liaoyuan Power Plant. So that the training can be carried out smoothly and efficiently, to avoid the shortcomings of traditional training, to develop sustainably towards the goal of scientific rationalization, and to further optimize the human resources management system of enterprises. In order to realize the development strategy of Liaoyuan power plant escort.
【學位授予單位】：吉林財經(jīng)大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.91;F426.61

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