本文選題：勝任力 + A公司　； 參考：《首都經(jīng)濟(jì)貿(mào)易大學(xué)》2017年碩士論文

【摘要】：隨著國(guó)內(nèi)外市場(chǎng)融合力度的不斷加強(qiáng),國(guó)內(nèi)企業(yè)所面臨的市場(chǎng)環(huán)境日漸復(fù)雜,行業(yè)和崗位競(jìng)爭(zhēng)隨之更為激烈性,在此背景下,市場(chǎng)競(jìng)爭(zhēng)和技術(shù)改革的不確定性及創(chuàng)新性,人員流動(dòng)性和組織變革性更為明顯,其引發(fā)的問(wèn)題更為突出。因此人力資源管理和績(jī)效考核管理的作用就更為突出。然不可忽略的是,在企業(yè)中中高層作為引領(lǐng)者和決策制定者,其績(jī)效考核方式和方法具有其所處崗位的特殊性,如果忽略此種特殊性勢(shì)必會(huì)導(dǎo)致中高層人員頻繁流失及波動(dòng)。為解決以上問(wèn)題,國(guó)內(nèi)外針對(duì)優(yōu)秀績(jī)效管理團(tuán)隊(duì)及勝任力模型的研究日漸深入,并嘗試以規(guī)范制度和管理體系的高效應(yīng)用來(lái)提升企業(yè)自我管理能力,以增強(qiáng)企業(yè)的競(jìng)爭(zhēng)力及保障中高管理層的穩(wěn)定性。勝任力在現(xiàn)代企業(yè)中人力資源管理多被視為可輔助企業(yè)組織或者員工群體提升工作效率的重要工具,但是其運(yùn)用的有效性與否和在組織功能價(jià)值中能否充分發(fā)揮自身的優(yōu)勢(shì)和作用,實(shí)際也需要依靠企業(yè)的全部人力資源管理輔助因素,及人力資源管理工具、方法的精準(zhǔn)有效性。為進(jìn)一步探究中高層管理者績(jī)效考核管理對(duì)企業(yè)的作用和影響,以及更為明確的分析企業(yè)中高層管理者績(jī)效考核管理模式的適應(yīng)性,文中以A公司中高層管理者的績(jī)效管理方式和績(jī)效考核中存在的困境及問(wèn)題作為研究對(duì)象,在基于勝任力的前提下進(jìn)行相關(guān)績(jī)效考核理論的歸納和總結(jié),并嘗試設(shè)計(jì)A公司中高層管理者績(jī)效管理體系。在實(shí)際操作中,將本課題的研究分為五個(gè)章節(jié)。第一章是緒論,主要概述研究背景、研究意義、研究方法和研究?jī)?nèi)容;第二章是相關(guān)理論與文綜,相關(guān)理論方面闡述勝任力、績(jī)效、績(jī)效管理三項(xiàng)概念的內(nèi)涵及與本課題研究的相關(guān)度,相關(guān)理論方面闡述冰山理論、洋蔥模型、績(jī)效管理體系,并分析三者與本課題研究的關(guān)聯(lián),進(jìn)而進(jìn)行國(guó)內(nèi)外相關(guān)文獻(xiàn)的歸納和總結(jié);第三章主要探討和分析A公司中高層管理者的績(jī)效管理現(xiàn)狀及問(wèn)題。在分析過(guò)程中,除A公司中高層管理者的績(jī)效管理現(xiàn)狀的概述之外,在針對(duì)該公司中高層對(duì)績(jī)效考核的滿(mǎn)意度方面主要使用了問(wèn)卷調(diào)查的方式。進(jìn)而分析A公司中高層管理者的績(jī)效管理中存在的問(wèn)題及引發(fā)原因,歸納總結(jié)出構(gòu)建基于勝任力的績(jī)效考核體系的必要性;第四章中基于勝任力優(yōu)化A公司中高層管理者績(jī)效管理體系,從設(shè)計(jì)原則、設(shè)計(jì)思路及流程、績(jī)效考核體系框架的設(shè)計(jì)、績(jī)效考核體系的構(gòu)建、績(jī)效考核體系應(yīng)用保障幾個(gè)層面進(jìn)行分析和闡述;第五章為總結(jié)部分。
[Abstract]:With the strengthening of the integration of domestic and foreign markets, the market environment faced by domestic enterprises is becoming more and more complex, and the competition between industries and jobs becomes more intense. Under this background, the uncertainty and innovation of market competition and technological reform are becoming more and more serious. Personnel mobility and organizational change are more obvious, and the problems caused by them are more prominent. Therefore, the role of human resources management and performance appraisal management is more prominent. However, it can not be ignored that, as leaders and decision makers, the performance appraisal methods and methods have their own special position, if they ignore this particularity, it will lead to frequent loss and fluctuation of senior and middle level personnel. In order to solve the above problems, the domestic and foreign research on the excellent performance management team and competency model is deepening day by day, and try to improve the enterprise self-management ability by standardizing the system and the high efficiency of the management system. To enhance the competitiveness of enterprises and ensure the stability of senior management. Competence in modern enterprises is often regarded as an important tool to assist organizations or staff groups to improve their work efficiency. However, whether its application is effective or not and whether it can give full play to its own advantages and functions in the value of organizational function depends on the accuracy and effectiveness of all the auxiliary factors of human resource management, human resource management tools and methods. In order to further explore the role and influence of performance appraisal management of middle and senior managers on enterprises, and to analyze the adaptability of performance appraisal management mode of senior managers in enterprises more clearly. In this paper, the performance management methods of senior managers in company A and the difficulties and problems in performance appraisal are taken as the research objects, and the relevant performance appraisal theories are summarized and summarized based on competency. And try to design A company senior management performance management system. In practice, the research of this topic is divided into five chapters. The first chapter is the introduction, mainly summarizes the research background, the research significance, the research method and the research content; the second chapter is the correlation theory and the literature synthesis, the correlation theory aspect elaboration competency, the performance, The connotation of the three concepts of performance management and its relevance to the study of this topic, the related theory of iceberg theory, onion model, performance management system, and analysis of the relationship between the three and this research, The third chapter mainly discusses and analyzes the current situation and problems of performance management of senior managers in company A. In the process of analysis, in addition to the summary of the current situation of the performance management of the senior managers in company A, the questionnaire survey is mainly used for the satisfaction of the middle and senior managers of the company. Then it analyzes the problems and causes in the performance management of senior managers in company A, and summarizes the necessity of constructing the performance appraisal system based on competency. The fourth chapter optimizes the performance management system of senior managers in company A based on competency, from the design principles, design ideas and processes, performance appraisal system framework design, performance appraisal system construction, Performance appraisal system application security analysis and elaboration of several levels; the fifth chapter is the summary part.
【學(xué)位授予單位】：首都經(jīng)濟(jì)貿(mào)易大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92

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