發(fā)布時(shí)間：2018-03-20 00:20

  本文選題：基層公務(wù)員　切入點(diǎn)：勝任力評(píng)價(jià)指標(biāo)　出處：《哈爾濱工業(yè)大學(xué)》2016年碩士論文　論文類型：學(xué)位論文

【摘要】：勝任力是區(qū)分高績(jī)效者和績(jī)效平平者的個(gè)體潛在、持久的行為特征。進(jìn)入21世紀(jì)以來,以工作分析和勝任力要素分析為基礎(chǔ)的各種現(xiàn)代人力資源管理理論在中國(guó)的企業(yè)界廣泛傳播,并且得到了很好的實(shí)踐。與此同時(shí),國(guó)家公務(wù)員作為中國(guó)社會(huì)的另一個(gè)重要群體,其傳統(tǒng)的人事管理方式向現(xiàn)代政府人力資源管理轉(zhuǎn)化還處在艱難的探索過程中,如何把現(xiàn)代人力資源管理理論和實(shí)踐應(yīng)用到公務(wù)員隊(duì)伍管理當(dāng)中,逐漸成為理論界和政府部門關(guān)注的熱點(diǎn)問題。本研究以麥克利蘭21項(xiàng)通用勝任力詞典為基礎(chǔ),在調(diào)查訪談的基礎(chǔ)上,參考經(jīng)典勝任力管理成果和上海、深圳等先進(jìn)省市工作實(shí)踐,提煉出技能、意識(shí)、知識(shí)、個(gè)性、生理等5個(gè)維度26項(xiàng)公務(wù)員通用勝任力要素,并設(shè)計(jì)了比較勝任力要素重要度的調(diào)查問卷�；谡{(diào)查問卷的分析結(jié)果,根據(jù)權(quán)變理論和比較分析理論,提出了基層公務(wù)員崗位勝任要素模塊的分析方法。提出了在當(dāng)前基層公務(wù)員管理過程中,對(duì)于不同的崗位工作職責(zé)、工作趨勢(shì)和重點(diǎn),應(yīng)構(gòu)建符合崗位實(shí)際的勝任要素模塊,為提升勝任力的策略和效果衡量尋找依據(jù)。根據(jù)以上研究,結(jié)合山東省基層公務(wù)員隊(duì)伍管理實(shí)際,提出基于勝任力管理的基層公務(wù)員勝任力提升策略,從基層公務(wù)員的選用、培訓(xùn)開發(fā)和績(jī)效激勵(lì)三個(gè)角度,探討了基層公務(wù)員勝任力提升的路徑。其中選人環(huán)節(jié)包括基于勝任力分析的人員招錄、人崗匹配的任用機(jī)制;育人環(huán)節(jié)包括基于勝任力分析的公務(wù)員職業(yè)生涯規(guī)劃與培訓(xùn)課程設(shè)計(jì);用人環(huán)節(jié)包括基于勝任力分析的績(jī)效考核體系設(shè)計(jì)與薪酬體系的開發(fā)。本研究應(yīng)用現(xiàn)代人力資源管理理論、結(jié)合基層公務(wù)員勝任力評(píng)估背景,將現(xiàn)代人力資源管理理論成果與政府工作實(shí)際相結(jié)合,提出了基層公務(wù)員26項(xiàng)勝任力通用要素,設(shè)計(jì)了基層公務(wù)員評(píng)價(jià)指標(biāo)體系并做出考評(píng)軟件進(jìn)行運(yùn)用。同時(shí),結(jié)合山東省基層公務(wù)員隊(duì)伍建設(shè)實(shí)際,提出了基層公務(wù)員勝任力提升的方法和路徑。為我國(guó)公務(wù)員管理部門對(duì)基層公務(wù)員的招錄任用、培訓(xùn)與開發(fā)、績(jī)效考核、薪酬制訂和職業(yè)生涯管理等方面提供了有益參考。
[Abstract]:Competence is an individual latent and persistent behavioral trait that distinguishes high performance from poor performance. Since 21th century, Various modern human resource management theories, based on job analysis and competency factor analysis, have been widely spread in the Chinese business community and have been well practiced. At the same time, civil servants are another important group in Chinese society. Its traditional personnel management mode to the modern government human resources management transformation is still in the difficult exploration process, how to apply the modern human resources management theory and the practice to the civil servant troop management, This study is based on McLillan's 21 general competency dictionaries, and on the basis of investigation and interviews, it refers to the classical competency management results and Shanghai. Shenzhen and other advanced provinces and cities to work out the skills, awareness, knowledge, personality, physiology and other five dimensions of 26 civil servants general competency elements, Based on the analysis results of the questionnaire, according to contingency theory and comparative analysis theory, This paper puts forward the analysis method of the competency element module of the post of the grass-roots civil servant, and puts forward that in the current management process of the civil servant at the grass-roots level, for different job duties, working trends and emphases, the competency element module should be constructed in accordance with the actual situation of the post. According to the above research, combined with the actual management of the grass-roots civil servants in Shandong Province, this paper puts forward the competency promotion strategy of the grass-roots civil servants based on competency management, from the selection of grass-roots civil servants. From three angles of training development and performance incentive, this paper probes into the path of improving the competence of grass-roots civil servants. Among them, the selection of candidates includes recruitment based on competency analysis and appointment mechanism of matching people and posts. Education links include civil servant career planning and training course design based on competency analysis; This research applies modern human resource management theory, and combines the background of competency evaluation of civil servants at the grass-roots level, including the design of performance appraisal system based on competency analysis and the development of compensation system. Combining the theoretical achievements of modern human resource management with the practice of government work, this paper puts forward 26 common elements of competency of civil servants at the grass-roots level, designs the evaluation index system of civil servants at the grass-roots level and makes use of the evaluation software. Combined with the actual construction of grass-roots civil servants in Shandong Province, this paper puts forward the methods and ways to enhance the competence of grass-roots civil servants. Salary formulation and career management provide a useful reference.
【學(xué)位授予單位】：哈爾濱工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：D630.3

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