本文選題：勝任力　切入點(diǎn)：核心員工　出處：《北京郵電大學(xué)》2013年碩士論文

【摘要】：在經(jīng)濟(jì)飛速發(fā)展今天,人力資源管理在企業(yè)管理中的地位迅速上升,人力資源也已經(jīng)成為是企業(yè)的戰(zhàn)略資源,也是企業(yè)未來(lái)競(jìng)爭(zhēng)優(yōu)勢(shì)的主要來(lái)源。 在當(dāng)今時(shí)代,轉(zhuǎn)型已成為全球電信業(yè)不可逆轉(zhuǎn)的時(shí)代潮流,移動(dòng)通信企業(yè)要想在當(dāng)今市場(chǎng)激烈的競(jìng)爭(zhēng)中處于優(yōu)勢(shì),立于不敗之地,則必須能夠最大限度地獲取適合企業(yè)自身特點(diǎn)的優(yōu)秀人力資源并最大限度的激發(fā)、挖掘其的潛在素質(zhì)。薪酬作為一項(xiàng)重要的激勵(lì)因素,對(duì)吸引和保留員工有著重要的作用。目前移動(dòng)作為大型國(guó)有企業(yè),在薪酬管理制度上還沿用傳統(tǒng)的崗位薪酬制度,而在經(jīng)濟(jì)快速發(fā)展,知識(shí)時(shí)代的大背景下,傳統(tǒng)薪酬制度的激勵(lì)作用的局限性越發(fā)凸顯,尤其在當(dāng)前通信行業(yè)轉(zhuǎn)型的前提下,薪酬制度的激勵(lì)強(qiáng)度對(duì)企業(yè)的發(fā)展越發(fā)起著重要的作用,基于以上問(wèn)題,以能力為基礎(chǔ)的薪酬制度應(yīng)運(yùn)而生,這一薪酬制度能夠更好的適應(yīng)當(dāng)今時(shí)代的發(fā)展要求,也有利于員工不斷的提升自身能力,有利于建立學(xué)習(xí)型組織,能夠促使企業(yè)和員工共同發(fā)展,實(shí)現(xiàn)轉(zhuǎn)型。 本文首先提出了研究的背景和意義,并提出本文的研究思路和方法。然后對(duì)國(guó)內(nèi)外對(duì)基于勝任力的薪酬體系研究情況進(jìn)行系統(tǒng)梳理,對(duì)支撐本文的相關(guān)理論進(jìn)行系統(tǒng)闡述。在以往學(xué)者研究的基礎(chǔ)上,本文以通信企業(yè)A公司為例,研究了核心員工勝任力模型在薪酬管理中的應(yīng)用。本文首先對(duì)A公司的薪酬體系的現(xiàn)狀進(jìn)行了分析,了解當(dāng)前薪酬體系存在的問(wèn)題,在此基礎(chǔ)上構(gòu)建基于勝任力的薪酬體系。本文采用了問(wèn)卷調(diào)查法來(lái)進(jìn)行勝任力模型的構(gòu)建,并對(duì)員工的勝任力水平進(jìn)行評(píng)價(jià),將勝任力與薪酬掛鉤,構(gòu)建基于勝任力的薪酬體系并對(duì)其結(jié)果進(jìn)行檢驗(yàn)。本文的研究結(jié)果在一定程度上豐富了勝任力的相關(guān)理論,也為企業(yè)完善薪酬管理提供借鑒。
[Abstract]:Today, with the rapid development of economy, the position of human resource management in business management is rising rapidly. Human resources have also become the strategic resource of enterprises, and also the main source of future competitive advantages of enterprises.
In today's era, the global telecommunications industry transformation has become an irreversible trend of the times, the mobile communication enterprises want to in the fierce market competition in an invincible position, advantage, must be able to maximize the excellent human resources for their own characteristics and the maximum excitation, the quality of its mining potential as a compensation. The most important incentive factors, plays an important role in attracting and retaining employees. At present, mobile as a large state-owned enterprises, the salary management system still use the traditional salary system, and in the rapid economic development, the knowledge age, the limitations of the traditional incentive pay system more prominent, especially in the the premise of the communications industry restructuring, incentive salary system for the enterprise development is initiated plays an important role, based on the above problems, based on ability The salary system arises at the historic moment, this salary system can better adapt to the development requirements of the modern era, and also helps employees constantly improve their ability, help establish learning organization, and promote the development of enterprises and employees to achieve transformation.
This paper firstly presents the research background and significance, and puts forward the ideas and methods of this study. Then the domestic and overseas research situation of the salary system based on competency theory systematically, to support this paper in this paper. On the basis of past research, based on the communication enterprise A company as an example, research the application of the competency model of core employees in compensation management. Firstly, the current situation of A company's compensation system is analyzed, to understand the current salary system existing problems, on the basis of the competency based on the salary system construction. This paper uses a questionnaire survey method to carry out the competency model of employees, and the competency level evaluation, competency and compensation, construct the competency based compensation system and to test the results. The results of this study to a certain extent rich The relevant theory of competency also provides a reference for the enterprise to improve the salary management.

【學(xué)位授予單位】：北京郵電大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F626

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