【摘要】：本研究在文獻(xiàn)整理及對漓江農(nóng)合行支行領(lǐng)導(dǎo)進(jìn)行訪談的基礎(chǔ)上,提出了關(guān)于漓江農(nóng)合行網(wǎng)點員工勝任力特征的三個假設(shè),一是有27項個體特征對柜員和信貸員的工作績效都顯著影響,是網(wǎng)點員工的通用勝任力特征；二是網(wǎng)點員工的勝任力模型包含職業(yè)技能、職業(yè)素養(yǎng)、適應(yīng)能力、發(fā)展動機(jī)、人際溝通能力五個維度；三是柜員和信貸員的勝任力特征存在結(jié)構(gòu)上的或者影響程度上的差異。運用相關(guān)分析、因子分析、方差分析的方法對上述假設(shè)進(jìn)行了實證分析。因子分析表明,27項個體特征中有24項與工作績效顯著相關(guān)。因子分析分析表明網(wǎng)點員工的勝任力特征包含7個因子。方差分析結(jié)果表明網(wǎng)點基層員工26項勝任力特征中,有21項勝任力特征對工作績效的貢獻(xiàn)度在不同崗位上無顯著差異,但專業(yè)知識、文字功底、責(zé)任意識、主動性、溝通表達(dá)能力5項勝任力特征對工作績效的貢獻(xiàn)度在不同崗位上存在顯著差異,且這5項勝任力特征貢獻(xiàn)度的均值均為信貸員高于柜員。基于上述研究結(jié)果,本文提出了基于勝任力的漓江農(nóng)合行網(wǎng)點員工管理策略,主張人力資源規(guī)劃從單純的數(shù)量規(guī)劃轉(zhuǎn)向數(shù)量規(guī)劃與質(zhì)量規(guī)劃相結(jié)合,基于網(wǎng)點員工勝任力開展職業(yè)管理,以及建立員工個人成長和企業(yè)發(fā)展相結(jié)合的績效管理體系。
[Abstract]:On the basis of literature review and interview with the leaders of Lijiang Agricultural Union Branch, three hypotheses are put forward about the competency of employees in Lijiang Agricultural Union Branch. First, there are 27 individual characteristics that have a significant impact on the job performance of tellers and credit officers, and are the general competency characteristics of network employees; Second, the competency model of network employees includes five dimensions: vocational skills, professional literacy, adaptability, motivation for development, interpersonal communication ability; third, the competency characteristics of teller and credit officer are different in structure or degree of influence. Correlation analysis, factor analysis and variance analysis are used to analyze the above hypothesis. Factor analysis showed that 24 of the 27 individual traits were significantly correlated with job performance. Factor analysis shows that the competency of network employees includes seven factors. The results of variance analysis showed that 21 of 26 competency characteristics of grass-roots employees had no significant difference in contribution to job performance in different positions, but professional knowledge, writing background, sense of responsibility, initiative, etc. There were significant differences in the contribution of five competency characteristics to job performance in different positions, and the average contribution of these five competency characteristics was that the credit officer was higher than the teller. Based on the above research results, this paper puts forward a competency based employee management strategy for Lijiang Agricultural Healing Bank, and advocates that human resource planning should change from a simple quantity planning to a combination of quantity planning and quality planning. The performance management system is established based on the competency of network staff and the combination of personal growth and enterprise development.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;F832.35

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