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

【摘要】：當(dāng)今的商業(yè)大環(huán)境是知識(shí)經(jīng)濟(jì)和市場(chǎng)經(jīng)濟(jì)齊頭并進(jìn),發(fā)電企業(yè)之間的市場(chǎng)競(jìng)爭(zhēng)日趨激烈。中層管理人員的素質(zhì)發(fā)展與能力提升成為企業(yè)關(guān)注的核心。由于發(fā)電企業(yè)屬于勞動(dòng)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(zhì)整體偏低,缺乏內(nèi)部行業(yè)高級(jí)人才等行業(yè)特點(diǎn)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(duì)發(fā)電業(yè)的中層管理人員培訓(xùn)的研究更少之又少。本文研究中,采用了文獻(xiàn)閱讀、問卷調(diào)查、實(shí)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(guó)內(nèi)外研究現(xiàn)狀及研究進(jìn)展。首先,本文對(duì)員工培訓(xùn)管理體系及勝任力模型的理論基礎(chǔ)和概念做出相關(guān)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(xùn)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(xùn)管理的現(xiàn)狀;再次,對(duì)遼源電廠70名中層管理者進(jìn)行調(diào)查和訪談,通過分析了解到當(dāng)前電廠已經(jīng)專門針對(duì)中層管理人員初步構(gòu)建了相應(yīng)的培訓(xùn)管理體系,并且取得一定的培訓(xùn)效果,但是當(dāng)前的培訓(xùn)管理體系并不完善,仍然存在一系列的問題。比如缺乏培訓(xùn)需求分析、培訓(xùn)方式和課程設(shè)置缺乏針對(duì)性及創(chuàng)新性、缺乏培訓(xùn)后及時(shí)有效的培訓(xùn)效果評(píng)估等問題。最后,通過分析企業(yè)已有的培訓(xùn)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(jié)合目前企業(yè)所處的內(nèi)外環(huán)境和崗位勝任素質(zhì)要求,采用調(diào)查和訪談的方式確定遼源電廠中層管理人員的培訓(xùn)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(xùn)需求為基點(diǎn),設(shè)計(jì)中層管理人員的培訓(xùn)管理體系更加富有針對(duì)性。企業(yè)中層管理者培訓(xùn)計(jì)劃的制定選取八項(xiàng)勝任力作為培訓(xùn)重點(diǎn)內(nèi)容。根據(jù)培訓(xùn)內(nèi)容有針對(duì)性地選擇培訓(xùn)師及相應(yīng)的培訓(xùn)方式方法、培訓(xùn)評(píng)估方式等。以確保整個(gè)培訓(xùn)管理體系是系統(tǒng)完整的,培訓(xùn)順利高效實(shí)施更加離不開健全、完善的培訓(xùn)制度保駕護(hù)航,因此本文結(jié)合企業(yè)實(shí)際制定了相應(yīng)的制度上的保障工作,使整個(gè)培訓(xùn)管理體系更加系統(tǒng)化。本文構(gòu)建的中層管理人員培訓(xùn)管理體系豐富了遼源電廠的培訓(xùn)架構(gòu),使培訓(xùn)工作能夠順利高效的開展,避免傳統(tǒng)培訓(xùn)的不足;朝著科學(xué)合理化的目標(biāo)方向可持續(xù)發(fā)展。使企業(yè)人力資源管理體系進(jìn)一步實(shí)現(xiàn)創(chuàng)新性的優(yōu)化,為實(shí)現(xiàn)遼源電廠的發(fā)展戰(zhàn)略保駕護(hù)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(xué)位授予單位】：吉林財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.91;F426.61

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