本文選題：人力資源管理　切入點：素質模型　出處：《西南財經大學》2013年碩士論文　論文類型：學位論文

【摘要】：隨著經濟全球化的不斷推進,人才市場的蓬勃發(fā)展,如何不斷提高人力資源管理水平,為強化市場競爭力打好堅實的基礎,是我國國有企業(yè)改革過程中的一個十分重要的問題。在現(xiàn)代企業(yè)中,人力資本已經成為生產要素中最活躍、最特殊的因素,人力資本效率的發(fā)揮決定著企業(yè)的經營績效。因此,如何提高員工積極性,使其發(fā)揮最大才能,成為人力資源工作的重中之重。 從上世紀80年代開始,學者們開始對人員素質測評系統(tǒng)進行系統(tǒng)理論的研究。所謂素質模型,研究的具體內容就是：評估人員的能力素質,看看人員已經具備的能力與特定工作所要求具備的能力之間存在著哪些差距,在此基礎上采取針對性措施,為企業(yè)提供有特色的的人力資源管理體系(包括人力資源規(guī)劃、人員的招聘和甄選、在崗員工的績效考核、員工的薪酬激勵制度以及員工職業(yè)生涯規(guī)劃等)打下堅實的基礎,為企業(yè)實現(xiàn)自己的經營目標提供切實的保障,而這種人力資源管理體系的核心就是素質模型。 本文是在充分調查NC煙草公司現(xiàn)有人力資源管理現(xiàn)狀,發(fā)現(xiàn)NC煙草公司在人力資源建設方面已經取得了一定成效,但是,員工評價與晉升制度存在問題、員工工作積極性不高的基礎上,通過系統(tǒng)的調研、訪談,對調研結果進行歸納和總結,得出操作層和執(zhí)行層兩類員工的素質特征,并以此為基礎構建素質模型,以期能對該公司員工評價與晉升發(fā)展制度進行優(yōu)化,使之更加客觀和公平,從而充分調動員工的工作積極性,提高員工工作績效和企業(yè)競爭力。 由于本論文在構建素質模型時不僅對每一類素質要素都下了具體定義,更是針對每一類素質要素都列舉出與之相對應的典型行為事件,這樣做便可以在最大程度上減小由于不同人員對于每一類素質要素的認知差異和不同評判標準對結果所造成的影響,因此在現(xiàn)實運用中更具有可操作性和客觀性。
[Abstract]:With the continuous advancement of economic globalization and the vigorous development of the talent market, how to improve the level of human resources management and lay a solid foundation for strengthening the market competitiveness, In modern enterprises, human capital has become the most active and special factor in production factors. The efficiency of human capital determines the management performance of enterprises. How to improve the enthusiasm of employees, make them play the greatest talent, become the most important human resources work. Since -20s, scholars have been conducting systematic theoretical research on the personnel quality assessment system. The so-called quality model, the specific content of the study is to evaluate the ability of the personnel quality, Looking at the gaps between the competencies that people already have and those that a particular job requires, and building on this by taking targeted measures to provide a distinctive human resources management system (including human resources planning) for the enterprise, To lay a solid foundation for recruitment and selection of personnel, performance appraisal of on-the-job employees, compensation and incentive system for employees, and career planning for employees, and to provide practical protection for enterprises to achieve their business objectives. The core of this human resource management system is the quality model. This paper is to investigate the current situation of human resource management in NC Tobacco Company and find that NC Tobacco Company has made some achievements in human resource construction. However, there are some problems in employee evaluation and promotion system. On the basis of the lack of enthusiasm of the staff, through systematic investigation, interviews, the results of the investigation are summarized and summarized, and the quality characteristics of the two types of employees are obtained, and the quality model is constructed on the basis of this. It is expected that the system of employee evaluation and promotion can be optimized so as to make it more objective and fair so as to fully arouse the enthusiasm of employees and improve the performance of employees and the competitiveness of enterprises. In this paper, we not only define each kind of quality elements, but also enumerate the corresponding typical behavior events for each kind of quality elements. In this way, it can minimize the influence of different people's cognitive differences on each kind of quality factors and the different evaluation criteria to the result, so it is more operable and objective in practical application.
【學位授予單位】：西南財經大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F426.8;F272.92;F224

【共引文獻】

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