基于勝任力的高星級(jí)酒店培訓(xùn)需求研究
發(fā)布時(shí)間：2018-08-07 07:48
【摘要】：20世紀(jì)70年代，McClelland第一次系統(tǒng)提出勝任力的概念，，他認(rèn)為勝任力是指在特定的工作崗位和工作環(huán)境中，績(jī)效優(yōu)秀者區(qū)別于績(jī)效一般者所具備的個(gè)人特征，包括動(dòng)機(jī)、特質(zhì)、自我、態(tài)度、知識(shí)、技能等。自此，勝任力成為了各行各業(yè)研究的焦點(diǎn)。30多年來(lái)，中外學(xué)者從不同的行業(yè)、不同的領(lǐng)域、不同的角度對(duì)勝任力進(jìn)行了研究，管理者勝任力模型的研究是勝任力研究中最引人注目的一個(gè)領(lǐng)域。管理者勝任力模型的研究中，針對(duì)酒店業(yè)管理者的勝任力研究相對(duì)較少，特別是國(guó)內(nèi)的學(xué)者，只有少數(shù)人對(duì)酒店從業(yè)人員的勝任力進(jìn)行了探討，其主要的對(duì)象是中高層管理者，而較少針對(duì)基層管理者。 本研究主要是探討高星級(jí)酒店基層管理者的勝任特征，并以此構(gòu)建酒店基層管理者的勝任力模型；然后在此基礎(chǔ)上進(jìn)行高星級(jí)酒店基層管理培訓(xùn)需求的分析研究，探索基層管理者勝任力培訓(xùn)需求的內(nèi)容。 本研究通過(guò)文獻(xiàn)分析、開(kāi)放式調(diào)查問(wèn)卷等方式收集、提取高星級(jí)酒店基層管理者的勝任力項(xiàng)目，編制基層管理者的勝任力調(diào)查問(wèn)卷，最后運(yùn)用SPSS17.0對(duì)調(diào)查數(shù)據(jù)進(jìn)行探索性因素分析。分析結(jié)果顯示，高星級(jí)酒店基層管理的勝任力模型由五個(gè)維度構(gòu)成，分別是團(tuán)隊(duì)管理能力、業(yè)務(wù)管理能力、關(guān)系管理能力、成就動(dòng)機(jī)、自我管理能力。 在已構(gòu)建的高星級(jí)酒店基層管理者勝任力結(jié)構(gòu)的基礎(chǔ)上，編制其培訓(xùn)需求調(diào)查表，運(yùn)用雷達(dá)圖、ANOVA等方法探討基層管理者的培訓(xùn)需求內(nèi)容以及人口統(tǒng)計(jì)學(xué)和組織學(xué)變量對(duì)基層管理者培訓(xùn)需求的差異分析。研究結(jié)果表明，在不考慮人口統(tǒng)計(jì)學(xué)和組織變量的前提下，各個(gè)維度上的培訓(xùn)需求程度由高到低依次是：業(yè)務(wù)管理能力、團(tuán)隊(duì)管理能力、關(guān)系管理能力、成就動(dòng)機(jī)以及自我管理能力。而性別、年齡、學(xué)歷、部門(mén)、星級(jí)這幾個(gè)變量都對(duì)高星級(jí)酒店基層管理者的培訓(xùn)需求產(chǎn)生影響，而高星級(jí)酒店基層管理者培訓(xùn)需求的五個(gè)維度在職位變量上均不存在差異。
[Abstract]:In the 1970s, McClelland first put forward the concept of competence, which refers to the individual characteristics of a person who performs well in a given job and work environment, including motivation, trait, self, and the average performance. Attitude, knowledge, skills, etc. Since then, competence has become the focus of various industries. For more than 30 years, Chinese and foreign scholars have studied competency from different industries, different fields and different angles. The research of manager competency model is one of the most attractive fields in competency research. In the research of the competency model of the managers, there are few researches on the competence of the hotel industry managers, especially for the domestic scholars. Only a few people have discussed the competence of the hotel practitioners, the main object of which is the middle and senior managers. Less targeted at grass-roots managers. The purpose of this study is to explore the competency characteristics of grass-roots managers of high-star hotels, and to build a competency model for grass-roots managers, and then to analyze and study the training needs of grass-roots management in high-star hotels. To explore the content of competency training needs of grass-roots managers. Through literature analysis, open questionnaire and other methods, this study extracts the competency items of grass-roots managers in high-star hotels, and compiles the competency questionnaire of grass-roots managers. At last, SPSS17.0 is used to analyze the factors of the survey data. The results show that the competency model of grass-roots management in high star hotels consists of five dimensions: team management ability, business management ability, relationship management ability, achievement motivation and self-management ability. On the basis of the competency structure of the grass-roots managers of high star hotels, the training needs questionnaire is compiled. Using the methods of radar map and ANOVA, this paper discusses the content of training demand of grass-roots managers and the difference analysis of demographics and histology variables to the training needs of grass-roots managers. The results show that without taking into account the demographics and organizational variables, the degree of training demand in each dimension is from high to low: business management ability, team management ability, relationship management ability. Achievement motivation and self-management. However, gender, age, education, department and star all have an impact on the training demand of grass-roots managers in high-star hotels, while the five dimensions of training needs of grass-roots managers in high-star hotels are not different in terms of position variables.
【學(xué)位授予單位】：華僑大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F719;F272.92
本文編號(hào)：2169350
[Abstract]:In the 1970s, McClelland first put forward the concept of competence, which refers to the individual characteristics of a person who performs well in a given job and work environment, including motivation, trait, self, and the average performance. Attitude, knowledge, skills, etc. Since then, competence has become the focus of various industries. For more than 30 years, Chinese and foreign scholars have studied competency from different industries, different fields and different angles. The research of manager competency model is one of the most attractive fields in competency research. In the research of the competency model of the managers, there are few researches on the competence of the hotel industry managers, especially for the domestic scholars. Only a few people have discussed the competence of the hotel practitioners, the main object of which is the middle and senior managers. Less targeted at grass-roots managers. The purpose of this study is to explore the competency characteristics of grass-roots managers of high-star hotels, and to build a competency model for grass-roots managers, and then to analyze and study the training needs of grass-roots management in high-star hotels. To explore the content of competency training needs of grass-roots managers. Through literature analysis, open questionnaire and other methods, this study extracts the competency items of grass-roots managers in high-star hotels, and compiles the competency questionnaire of grass-roots managers. At last, SPSS17.0 is used to analyze the factors of the survey data. The results show that the competency model of grass-roots management in high star hotels consists of five dimensions: team management ability, business management ability, relationship management ability, achievement motivation and self-management ability. On the basis of the competency structure of the grass-roots managers of high star hotels, the training needs questionnaire is compiled. Using the methods of radar map and ANOVA, this paper discusses the content of training demand of grass-roots managers and the difference analysis of demographics and histology variables to the training needs of grass-roots managers. The results show that without taking into account the demographics and organizational variables, the degree of training demand in each dimension is from high to low: business management ability, team management ability, relationship management ability. Achievement motivation and self-management. However, gender, age, education, department and star all have an impact on the training demand of grass-roots managers in high-star hotels, while the five dimensions of training needs of grass-roots managers in high-star hotels are not different in terms of position variables.
【學(xué)位授予單位】：華僑大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F719;F272.92
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