本文關(guān)鍵詞：人才評價(jià)模式的校企差異研究　出處：《東華大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 勝任特征 高校 企業(yè) 差異

【摘要】：人才評價(jià)是指運(yùn)用先進(jìn)的科學(xué)技術(shù)和手段,對各類人才的知識水平、能力極其傾向、工作技能、發(fā)展?jié)摿?shí)時(shí)測量和評價(jià)的人事管理活動。大學(xué)階段,是從學(xué)校向社會過渡的關(guān)鍵時(shí)期。近年來,大學(xué)生就業(yè)問題越來越嚴(yán)峻,同時(shí),很多企業(yè)表示招聘壓力大,很難找到非常合適的人才,以致人才招聘成本越來越高,因此,我們不得不考慮高校人才培養(yǎng)與企業(yè)用人需求匹配度的問題,也就是企業(yè)和高校對于人才評價(jià)模式的選擇是否相匹配。 我們的研究目標(biāo)是： 首先,基于勝任特征模型,通過行為事例訪談、開放式訪談等方式得出高校和企業(yè)對于大學(xué)生勝任特征的主要維度,形成勝任特征編碼辭典,并進(jìn)行大學(xué)生勝任特征問卷編制。 其次,對比高校和企業(yè)對于大學(xué)生勝任特征各維度的重視程度的不同,分析得出高校和企業(yè)對于大學(xué)生評價(jià)的側(cè)重點(diǎn)的差異。 最后,分析二者側(cè)重點(diǎn)差異,討論產(chǎn)生該差異的原因,并分析得出大學(xué)生人才評價(jià)模式校企差異對于校企的啟示,為企業(yè)和高校提供參考。 本文的研究方法主要如下,通過行為事例訪談、開放式訪談等方式得出大學(xué)生勝任特征辭典,并對辭典進(jìn)行篩選,之后編制形成《大學(xué)生勝任特征問卷》。先在小范圍內(nèi)進(jìn)行預(yù)調(diào)研,并進(jìn)行信度檢驗(yàn)和效度檢驗(yàn),信效度檢驗(yàn)通過后,由高校和企業(yè)不同群體的人來進(jìn)行問卷調(diào)研,根據(jù)問卷結(jié)果運(yùn)用SPSS軟件進(jìn)行分析,通過描述性統(tǒng)計(jì)、分布統(tǒng)計(jì)得出問卷群體等的分布情況,研究其樣本選擇的科學(xué)性。通過不同群體數(shù)據(jù)的參數(shù)檢驗(yàn)來考察高校、企業(yè)對于大學(xué)生勝任特征各維度選擇的不同,進(jìn)而進(jìn)行下一步分析。 通過本文的研究,共得出以下幾個(gè)成果： 首先,形成了《大學(xué)生勝任特征指標(biāo)體系》并編制了大學(xué)生勝任特征問卷。 其次,通過問卷調(diào)查、SPSS軟件進(jìn)行分析,得出校企人才評價(jià)差異有以下幾個(gè)方面： 一、高校和企業(yè)對于大學(xué)生勝任特征的內(nèi)容構(gòu)成上有很大的差異。其中差異顯著的幾項(xiàng)有：知識廣度、專業(yè)實(shí)踐能力、遵守職業(yè)道德、分析與解決問題能力、應(yīng)變能力、全球意識與社會意識、創(chuàng)新意識與能力、堅(jiān)韌性。 高校人員認(rèn)為,大學(xué)生勝任特征中最重要的三項(xiàng)分別是遵守職業(yè)道德、自我意識、創(chuàng)新意識和能力。而重要程度最低的三項(xiàng)分別是知識廣度、分析與解決問題的能力、市場開拓能力。高校人員認(rèn)為遵守職業(yè)道德、全球意識與社會意識、創(chuàng)新意識與能力、堅(jiān)韌性等大學(xué)生勝任特征的重要性要顯著高于企業(yè)人員。 企業(yè)人員認(rèn)為,大學(xué)生勝任特征中最重要的三項(xiàng)分別是團(tuán)隊(duì)協(xié)作能力、自我意識、專業(yè)實(shí)踐能力。而重要程度最低的三項(xiàng)分別是市場開拓能力、領(lǐng)導(dǎo)能力、全球意識與社會意識。企業(yè)人員認(rèn)為知識廣度、專業(yè)實(shí)踐能力、分析與解決問題能力、應(yīng)變能力等大學(xué)生勝任特征的重要性要顯著高于高校人員。 二、企業(yè)人員對知識這一維度的重要性認(rèn)識要高于高校人員。高校人員的觀點(diǎn)中其他個(gè)人特征這一維度的重要性高于企業(yè)人員的觀點(diǎn)。而在技能和能力這兩個(gè)大因子中,無明顯規(guī)律。 最后,總結(jié)以上結(jié)論,本文分析討論了以上現(xiàn)象形成的原因,并根據(jù)以上結(jié)論分別對企業(yè)和高校提出了建議。
[Abstract]:Talent evaluation refers to the use of advanced technology and means for all kinds of talents knowledge, skills, ability and tendencies, the development potential of real-time measurement and evaluation of personnel management activities. The university stage is a critical period of transition from school to society. In recent years, college students employment problem is becoming more and more serious, at the same time, a lot of companies that recruit pressure, very difficult to find the right person, so that the recruitment cost more and more high, therefore, we have to consider the university personnel training needs matching problem and the enterprise, is the choice for talent evaluation model of enterprises and universities matches.
Our research aims are:
First, based on competency model, through behavioral case interviews, open-ended interviews and other ways, we get the main dimensions of University and enterprise's competency for college students, form competency dictionary, and prepare the competency questionnaire for college students.
Secondly, the difference between University and enterprise in different dimensions of College Students' competency is analyzed.
Finally, we analyze the differences between the two points, discuss the reasons for the difference, and analyze the Enlightenment of university talent evaluation mode, school enterprise difference, school enterprise, and provide reference for enterprises and universities.
The main research methods of this paper are as follows, through behavioral event interview, open-ended interviews showed the students' competency dictionary, and the dictionary was compiled after screening, the formation of "College Students' competency questionnaire. Pre survey in a small area, and check the reliability and validity, reliability and validity after by the University and enterprises of different groups of people to a questionnaire survey, according to the questionnaire results using SPSS software were analyzed by descriptive statistics, distribution statistics questionnaire groups, scientific research and the sample selection. To investigate the parameters of the test data for different groups, enterprises choose the dimensions of College Students' competence of different characteristics, and for the next step of analysis.
Through the study of this paper, the following results are obtained:
First, the college students' competency index system was formed and the competency questionnaire for college students was compiled.
Secondly, through the questionnaire survey and the analysis of SPSS software, there are the following aspects: the differences of the evaluation of the school and enterprise talents are as follows:
A, universities and enterprises have great differences in the content of the student competence characteristics. Several of which have significant differences: the breadth of knowledge, professional practice ability, abide by the occupation ethics, analysis and problem solving ability, strain capacity, global awareness and social consciousness, innovation consciousness and ability and tenacity.
The researchers believe that the most important feature of College Students' competence in three are to comply with the occupation morality, self consciousness, innovation consciousness and ability. And the three least important are breadth of knowledge, ability to analyze and solve problems, the ability to open up the market. University researchers that abide by the occupation ethics, global awareness and social consciousness, innovation consciousness and ability, tenacity and other students competency was significantly higher than the enterprise personnel.
Enterprise staff believes that the most important feature of College Students' competence in three are the team cooperation ability, self consciousness, professional practice ability. And the three least important is marketing ability, leadership ability, global awareness and social consciousness. The enterprise staff think knowledge breadth, professional practice ability, ability to analyze and solve the problems. The staff was significantly higher than the importance of ability of College Students' competence characteristics.
Two, the importance of knowledge dimension for employees is higher than that of university staff. The importance of other personal characteristics is higher than that of corporate staff. But there are no obvious rules in two factors, skills and abilities.
In the end, the above conclusions are summarized, and the reasons for the above phenomena are analyzed and discussed, and some suggestions are put forward to the enterprises and colleges and universities according to the above conclusions.

【學(xué)位授予單位】：東華大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;G647.38

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