發(fā)布時間：2018-04-11 15:21

  本文選題：農民專業(yè)合作社 + 理事長　； 參考：《華中農業(yè)大學》2017年碩士論文

【摘要】：農民專業(yè)合作社作為自愿參與、民主管理、自主分配的互助性經濟組織,促進了農業(yè)資源的合理配置,提高農業(yè)生產組織化程度和農民生產積極性,也為加快農業(yè)供給側結構性改革步伐,推進農業(yè)現(xiàn)代化的發(fā)展進程提供解決方案。但現(xiàn)階段,合作社仍存在規(guī)范管理欠缺、融資籌資難、科技支持乏力、長期規(guī)劃缺乏等問題,如何有效破解這些難題對于合作社長遠發(fā)展尤為重要。隨著知識經濟時代的到來,人力資源已超過自然資源和物質資本,成為第一戰(zhàn)略資源,合作社理事長作為帶領農戶“抱團”發(fā)展的領軍人物,是一種特殊的人力資源。如何最大程度的發(fā)揮理事長的競爭優(yōu)勢成為合作社發(fā)展的關鍵,而基于勝任力的人力資源管理成為發(fā)揮人力資源優(yōu)勢最行之有效的途徑。因此,探索理事長勝任力要素、建立農民專業(yè)合作社理事長勝任力模型,探究勝任力對合作社績效的作用機制,可以為理事長甄選、培訓和激勵提供依據,研究具有明顯的現(xiàn)實意義。本文的主要研究內容與結論如下:1.論文分析了湖北省農民專業(yè)合作社理事長任職現(xiàn)狀與問題。雖然理事長隊伍已有大批返鄉(xiāng)創(chuàng)業(yè)者、村鎮(zhèn)干部等多樣化人群加入,且整體文化水平也有所提升,但理事長任職仍存在素質和能力欠缺、培訓機制不完善、責任意識不強等問題。因此,制定有針對性、實用性、科學性的理事長甄選計劃、培訓方案勢在必行,而基于勝任力模型的理事長人力資源管理對此具有現(xiàn)實意義。2.論文開發(fā)了《湖北省農民專業(yè)合作社理事長勝任力自評量表》。在梳理相關文獻基礎上,通過文獻分析法和專家訪談法,共確定了17項勝任力的66個測評指標和6項績效評價的18個指標,并依此形成本研究調研問卷。這為后續(xù)研究結論的科學性、合理性提供保障,提醒理事長強化勝任力自測的意識,審視自我,發(fā)現(xiàn)不足;同時在理事長甄選階段識別潛在候選人。3.論文構建了湖北省農民專業(yè)合作社理事長勝任力模型。本研究依托冰山模型,將勝任力劃分為外顯性和內隱性,共提取包括專業(yè)知識、戰(zhàn)略決策等在內的9項外顯勝任力指標和創(chuàng)新、冒險等在內的8項內隱勝任力指標;通過因子分析法構建包括“知識”“經營管理能力”兩個外顯勝任力和“企業(yè)家精神”“個人魅力”兩個內隱勝任力在內的湖北省農民專業(yè)合作社理事長勝任力模型,并依此測評理事長勝任力水平,為完善依托勝任力模型的理事長培訓體系提供依據。4.論文探索了理事長各勝任力對合作社績效各維度的影響機制。首先運用相關性分析,驗證理事長勝任力對合作社績效有顯著促進作用;再采取回歸分析法,進一步探究了各勝任力因子對績效各維度的影響程度,并建議依此建立與合作社績效相掛鉤的理事長獎懲機制。本研究的創(chuàng)新之處在于:第一,本研究將勝任力模型運用到合作社理事長的研究領域,進而為理事長人力資源管理提供依據;同時,研究內容上將理事長各勝任力與合作社各績效進行實證分析,詳細分析了勝任力各因子對績效的影響機制,具有研究新視角;第二,本研究在已有研究基礎上,更科學的完善了合作社理事長勝任力自評指標和績效評價指標。
[Abstract]:Farmers' professional cooperatives as voluntary participation, democratic management, mutual economic organization of independent distribution, to promote the rational allocation of agricultural resources, improving the organization degree of agricultural production and farmers' enthusiasm for production, but also to speed up the agricultural supply side structural reform, promote the development of agricultural modernization provides solutions. But at the present stage, cooperatives there is still lack of standardized management, financing is difficult, lack of support of science and technology, problems such as lack of long-term planning, how to effectively solve these problems is particularly important for the development of the cooperative. With the advent of the era of knowledge economy, human resources has more natural resources and material capital and become the first strategic resources, cooperatives as a leader in leading the farmers "Baotuan" development, is a kind of special human resources. How to maximize the director's competitive advantage has become cooperative The key to the development and management of human resources competency as a means of play of human resources based on the most effective. Therefore, exploration of competency elements, the establishment of peasant cooperatives, competency model, competency system mechanism to explore the performance of cooperatives, can provide the basis for the director selection, training and motivation has obvious practical significance. In this paper, the main research contents and conclusions are as follows: 1. this paper analyzes the farmer cooperatives in Hubei province director of working status and problems. Although the director team has a large number of home business, rural cadres and other diversified groups to join, and the overall educational level is also improved, but there are still quality director office and the lack of capacity, training mechanism is not perfect, the problem is not strong sense of responsibility. Therefore, to develop targeted, practical, scientific director of the selection scheme, The training program is imperative, and the competency model of human resource management in this paper is of practical significance to develop.2. "farmer cooperatives in Hubei province director competency checklist. In the literature basis through literature analysis and expert interviews to identify a total of 18 and 17 indicators of competency the 66 evaluation indexes and 6 performance evaluation, and then form this research questionnaire. This is the follow-up to the conclusions of the study of science and rationality to provide protection, to remind the chairman of strengthening the competency self testing consciousness, self-awareness, is insufficient; and constructs the farmer cooperatives in Hubei province director of competency model in chairman of the selection stage to identify potential candidates for.3. paper. This study is based on competency iceberg model, will be divided into explicit and implicit, were extracted including professional knowledge, strategic decision-making, etc. The 9 explicit competency index and innovation, 8 implicit adventure, the competency index; through factor analysis including the construction of "knowledge" and "business management" two external competency and the "entrepreneurial spirit" and "Charisma" two implicit competency, professional farmers in Hubei province director of the cooperative competency model, and then the evaluation of competency level of competency model for improving the long training system provides the basis for relying on.4. to explore the influence of the chairman of the competency dimensions of cooperative performance. Firstly, using correlation analysis, verification of competency has a significant role in the performance of cooperatives take; regression analysis, to further explore the competency factors on each dimension of performance, and establish linked with the cooperative performance of the chairman of the incentive mechanism. The innovation of this research lies in: first, this study will be applied to the research field of the competency model of cooperatives, so as to provide evidence for the director of human resources management; at the same time, the study of the content of the chairman of the competency and the cooperative performance empirical analysis, detailed analysis of the mechanism of the effect of various factors on the performance of the competency a new research perspective, this study has; second, based on the existing research, more scientific and perfect cooperatives competency self rating evaluation index and performance.

【學位授予單位】：華中農業(yè)大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F321.42

【參考文獻】

相關期刊論文 前10條

1 李君;陳萬明;蔡瑞林;;新型職業(yè)農民勝任力模型的構建[J];貴州農業(yè)科學;2016年07期

2 周忠麗;;農民合作社帶頭人培訓現(xiàn)狀與需求研究[J];中國農民合作社;2016年07期

3 崔寶玉;簡鵬;王純慧;;農民專業(yè)合作社:績效測度與影響因素——兼析我國農民專業(yè)合作社的發(fā)展路徑[J];中國農業(yè)大學學報(社會科學版);2016年04期

4 賀文琴;;論人力資源開發(fā)與管理中的“冰山模型”——基于高校職員培訓實例分析[J];管理觀察;2016年14期

5 陳江華;陶志;彭安明;;農民合作社理事長企業(yè)家才能對合作社績效的影響[J];福建農林大學學報(哲學社會科學版);2016年03期

6 朱怡凡;;影響農戶參與農民專業(yè)合作社的因素研究——基于對湖北荊州、十堰、襄陽、宜昌的實證研究[J];農業(yè)科技與信息;2016年11期

7 許馳;張春霞;;理事長人力資本對福建林業(yè)專業(yè)合作社績效的影響研究[J];林業(yè)經濟問題;2016年01期

8 吳彬;;農民合作社帶頭人類型及其特質探析——來自浙江省的調查[J];中國農民合作社;2015年10期

9 孔祥智;;合作社帶頭人的類型和特點[J];中國農民合作社;2015年10期

10 閆石;于占海;;農民合作社帶頭人能力建設研究[J];中國農民合作社;2015年10期

相關博士學位論文 前1條

1 倪細云;農民專業(yè)合作社發(fā)展能力研究[D];西北農林科技大學;2012年

相關碩士學位論文 前8條

1 張培霞;企業(yè)家勝任力模型構建研究[D];內蒙古財經大學;2015年

2 許奕e，

本文編號：1736547