發(fā)布時(shí)間：2018-07-11 10:50

  本文選題：咨詢公司 + 領(lǐng)導(dǎo)力��； 參考：《首都經(jīng)濟(jì)貿(mào)易大學(xué)》2015年碩士論文

【摘要】：我國咨詢機(jī)構(gòu)產(chǎn)生于20世紀(jì)80年代,伴隨著中國經(jīng)濟(jì)30多年的快速發(fā)展,已經(jīng)形成一定的產(chǎn)業(yè)規(guī)模,同時(shí)咨詢機(jī)構(gòu)存在一些問題,比如咨詢機(jī)構(gòu)普遍規(guī)模小,經(jīng)營水平不高,缺少競爭力。所做項(xiàng)目資金規(guī)模較小,咨詢機(jī)構(gòu)人員知識面窄,知識老化嚴(yán)重等問題。專家預(yù)計(jì),未來中國經(jīng)濟(jì)仍將快速發(fā)展,咨詢機(jī)構(gòu)存在的問題如果不能得到有效解決,咨詢行業(yè)仍將處于野蠻生長、競爭激烈的狀態(tài)。從領(lǐng)導(dǎo)力的角度來看,領(lǐng)導(dǎo)者發(fā)揮領(lǐng)導(dǎo)力可以明確組織的發(fā)展方向,營造有利于變革的組織環(huán)境,提高企業(yè)競爭力。建立適合咨詢機(jī)構(gòu)的領(lǐng)導(dǎo)力模型,可以為領(lǐng)導(dǎo)干部培養(yǎng)標(biāo)準(zhǔn)提供科學(xué)的依據(jù),依據(jù)模型形成科學(xué)的培訓(xùn)體系,可以持續(xù)性的為企業(yè)培養(yǎng)人才,解決咨詢機(jī)構(gòu)從業(yè)人員素質(zhì)參差不齊的情況,提高企業(yè)競爭力。本文基于這樣的背景下,論文首先進(jìn)行于領(lǐng)導(dǎo)力及領(lǐng)導(dǎo)力模型的研究,搜集領(lǐng)導(dǎo)力模型的構(gòu)建方法。然后依據(jù)TC咨詢公司的實(shí)際情況,運(yùn)用行為事件訪談法、專家小組法、問卷調(diào)查等方法進(jìn)行調(diào)研,并對調(diào)查結(jié)果進(jìn)行分析,結(jié)合企業(yè)的存在的具體問題,構(gòu)建咨詢公司的領(lǐng)導(dǎo)力模型。論文豐富了領(lǐng)導(dǎo)力模型的理論基礎(chǔ),為人力資源管理實(shí)踐提供了更多參考,也對咨詢機(jī)構(gòu)管理者素質(zhì)和能力的提高提供了相應(yīng)的指導(dǎo)。
[Abstract]:With the rapid development of China's economy for more than 30 years, the consulting organizations in China have formed a certain scale of industry. At the same time, there are some problems in the consulting organizations, such as the small scale of consulting organizations and the low level of management. Lack of competitiveness. The scale of the project is small, the consulting staff knowledge is narrow, the knowledge aging is serious and so on. Experts predict that China's economy will continue to grow rapidly in the future, and that the consulting industry will remain in a state of savage growth and fierce competition if the problems of advisory bodies are not effectively addressed. From the perspective of leadership, leaders can make clear the development direction of the organization, create an organizational environment conducive to change, and improve the competitiveness of enterprises. Establishing a leadership model suitable for consulting organizations can provide a scientific basis for the training standards of leading cadres, and form a scientific training system according to the model, which can continuously train talents for enterprises. To solve the problem of uneven quality of employees in consulting institutions and improve the competitiveness of enterprises. Based on this background, this paper firstly studies leadership and leadership model, and collects the construction methods of leadership model. Then according to the actual situation of TC consulting company, using behavior event interview method, expert group method, questionnaire survey and other methods to investigate, and analysis of the survey results, combined with the existence of specific problems in the enterprise. Build a leadership model for consulting firms. The paper enriches the theoretical basis of leadership model, provides more references for the practice of human resource management, and provides corresponding guidance for the improvement of the quality and ability of managers in consulting organizations.
【學(xué)位授予單位】：首都經(jīng)濟(jì)貿(mào)易大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.91;C932

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相關(guān)期刊論文 前1條

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本文編號：2114907