【摘要】：企業(yè)高層管理者作為企業(yè)人力資本的核心要素，對(duì)企業(yè)的發(fā)展起著重要的作用，企業(yè)高層管者的能力對(duì)企業(yè)管理效率有著重要的影響。同時(shí)許多企業(yè)也認(rèn)識(shí)到，開(kāi)發(fā)高層管理者的崗位勝任能力和提升高層管理的能力素養(yǎng)是推動(dòng)企業(yè)持續(xù)創(chuàng)新和發(fā)展的強(qiáng)勁動(dòng)力。要提高高層管理者的崗位勝任能力，首先需要采用科學(xué)的測(cè)評(píng)方法對(duì)高層管理者能力進(jìn)行測(cè)評(píng)，通過(guò)測(cè)評(píng)了解高層管理者崗位勝任力狀況，而后對(duì)其能力需求進(jìn)行有針對(duì)性的培訓(xùn)，從而提高其崗位勝任能力。 本文基于崗位勝任力相關(guān)理論基礎(chǔ)及國(guó)內(nèi)外研究現(xiàn)狀，對(duì)高層管理者、崗位勝任力以及勝任力測(cè)評(píng)等進(jìn)行了概念界定，針對(duì)M公司高層管理者崗位勝任力測(cè)評(píng)任務(wù)，，采用崗位分析、行為事件訪談等方法，構(gòu)建了涵蓋15個(gè)勝任力指標(biāo)的高層管理者崗位勝任力模型。在此基礎(chǔ)上，通過(guò)建立崗位勝任力測(cè)評(píng)標(biāo)準(zhǔn)和選擇有效測(cè)評(píng)方法對(duì)其高管崗位能力進(jìn)行測(cè)評(píng)。最后設(shè)計(jì)了測(cè)評(píng)流程實(shí)施測(cè)評(píng)，并完成對(duì)測(cè)評(píng)數(shù)據(jù)的處理，得到每個(gè)崗位的勝任能力得分并對(duì)結(jié)果進(jìn)行分析，提出高層管理人員崗位勝任能力提升的方向和途徑。
[Abstract]:As the core element of human capital, senior managers play an important role in the development of enterprises, and the ability of senior managers has an important impact on the efficiency of enterprise management. At the same time, many enterprises also recognize that developing the post competence of senior managers and enhancing the competence literacy of senior management are the strong driving forces to promote the continuous innovation and development of enterprises. In order to improve the post competence of senior managers, first of all, we need to use scientific evaluation methods to evaluate the competence of senior managers, through which we can understand the status of post competence of senior managers. Then to its ability demand to carry on the targeted training, thus enhances its post competence. Based on the theoretical basis of post competence and the current research situation at home and abroad, this paper defines the concepts of senior manager, post competence and competency evaluation, aiming at the task of post competency evaluation of M company. Using the methods of post analysis and behavior event interview, this paper constructs a competency model of top management which covers 15 competency indexes. On this basis, through the establishment of post competency evaluation standards and the selection of effective evaluation methods to evaluate the post competence of senior executives. Finally, the evaluation process is designed to carry out the evaluation, and the processing of the evaluation data is completed, the competency score of each post is obtained and the results are analyzed, and the direction and approach of improving the competency of the senior management post are put forward.
【學(xué)位授予單位】：重慶大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F272.91;F426.92

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