本文關鍵詞：零售企業(yè)中層管理者勝任力模型構建研究　出處：《山東大學》2015年碩士論文　論文類型：學位論文

  更多相關文章： 零售企業(yè) 中層管理者 勝任力模型 BEI

【摘要】：近年來,受行業(yè)發(fā)展趨勢以及電商沖擊影響,零售行業(yè)轉型已成必然,這對零售行業(yè)的人力資源體系提出了更高的要求。特別是中層管理者群體,作為企業(yè)管理團隊中的中流砥柱,是公司高層管理者與基層管理者之間聯系的重要的紐帶和橋梁,他們素質和能力的高低和管理水平很大程度上決定了公司戰(zhàn)略決策的落地執(zhí)行與團隊穩(wěn)定性。勝任力是興起于20世紀70年代初期的一個新興管理理念,它用來表述個體在工作中取得優(yōu)秀績效的潛在特征和外在行為表現。本研究選取了LB零售企業(yè)的中層管理者作為研究對象進行了實證性的探索研究,采用戰(zhàn)略與文化演繹、標桿對照、行為事件訪談、焦點小組討論以及問卷調研等方法探討了零售企業(yè)中層管理者的勝任力模型。從理論與實證相結合的角度,探討了零售企業(yè)的中層管理者要取得優(yōu)秀的業(yè)績需要具備哪些勝任力要素,并由此初步建立了零售企業(yè)中層管理者的勝任力模型。研究結果表明,零售企業(yè)中層管理者的勝任力模型包括以下3個因子結構,15個維度：即領導力模型(影響力、決斷力、前瞻力)、全員核心勝任力模型(誠信、奉獻精神、團隊建設、學習創(chuàng)新、危機意識、人際溝通、服務意識、執(zhí)行力、大局觀)、專業(yè)序列勝任力模型(管理規(guī)劃、市場敏感性、專業(yè)能力)。該研究結果可為LB零售企業(yè)中層管理者人才盤點與選拔、培訓與開發(fā)等人力資源工作提供參考和依據。同時,由于行業(yè)特征對管理者要求的同質性較高,本研究結果也可提供給其他零售企業(yè)的人力資源同行借鑒和使用。
[Abstract]:In recent years, under the influence of the trend of industry development and the impact of e-commerce, the transformation of retail industry has become inevitable, which puts forward higher requirements for the human resource system of retail industry, especially the middle managers. As the mainstay of enterprise management team, it is an important link and bridge between senior managers and grass-roots managers. Their quality and ability and management level to a large extent determine the implementation of strategic decisions and team stability. Competency is a new management concept that emerged in the beginning of 1970s. It is used to describe the potential characteristics and external behavior of individuals to achieve excellent performance at work. This study selected middle managers of LB retail enterprises as the research object for empirical research. Using the methods of strategy and culture deduction benchmarking behavior event interview focus group discussion and questionnaire research this paper discusses the competency model of middle managers in retail enterprises from the perspective of theoretical and empirical combination. This paper discusses what competency elements the middle managers of retail enterprises need to have in order to achieve excellent performance, and establishes the competency model of middle managers in retail enterprises. The results show that. The competency model of middle managers in retail enterprises includes the following three factors, 15 dimensions: leadership model (influence, determination, foresight), core competency model (integrity, dedication). Team building, learning innovation, crisis awareness, interpersonal communication, service awareness, execution, overall vision, professional sequence competency model (management planning, market sensitivity. The research results can provide reference and basis for human resource work such as talent inventory and selection, training and development of middle managers in LB retail enterprises. Due to the high homogeneity of industry characteristics to managers, the results of this study can also be used for reference and use by human resources peers in other retail enterprises.
【學位授予單位】：山東大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F272.92;F724.2

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本文編號：1378132