本文選題：職業(yè)經(jīng)理人 + 社會網(wǎng)絡(luò)勝任力��； 參考：《湖南工業(yè)大學(xué)》2017年碩士論文

【摘要】：目前我國正處在經(jīng)濟(jì)轉(zhuǎn)型升級的背景下,《國家中長期人才發(fā)展規(guī)劃綱要(2010-2020)》明確提出要以戰(zhàn)略企業(yè)家和職業(yè)經(jīng)理人為重點(diǎn),加快推進(jìn)企業(yè)經(jīng)營管理人才職業(yè)化、市場化、專業(yè)化和國際化。而職業(yè)經(jīng)理人雖然作為企業(yè)管理者中的中堅(jiān)力量,但大量統(tǒng)計(jì)數(shù)據(jù)顯示其當(dāng)前的素質(zhì)能力尚不足以滿足所從事工作的要求,企業(yè)對其進(jìn)行的大量培訓(xùn)也并未取得預(yù)期的效果。與此同時(shí),社會網(wǎng)絡(luò)勝任力的概念自提出以來,不僅在理論研究中成果顯著,在實(shí)踐領(lǐng)域也得到了很好的驗(yàn)證。為此,在這樣的背景下本文構(gòu)建基于社會網(wǎng)絡(luò)勝任力的職業(yè)經(jīng)理人培訓(xùn)體系,探討如何通過培訓(xùn)達(dá)到提升職業(yè)經(jīng)理人社會網(wǎng)絡(luò)勝任力十分具有必要。本文首先回顧了職業(yè)經(jīng)理人、社會網(wǎng)絡(luò)勝任力等相關(guān)概念,并對社會網(wǎng)絡(luò)勝任力以及培訓(xùn)等理論進(jìn)行了研究。接著指出了當(dāng)前職業(yè)經(jīng)理人培訓(xùn)的現(xiàn)狀及存在問題,并在此基礎(chǔ)上剖析了問題產(chǎn)生的原因。其次,利用文獻(xiàn)研究和行為事件訪談法,提取職業(yè)經(jīng)理人社會網(wǎng)絡(luò)勝任力要素,并設(shè)計(jì)關(guān)于它們的調(diào)查問卷。之后通過SPSS、AMOS等軟件對收集到的數(shù)據(jù)進(jìn)行統(tǒng)計(jì)和處理,最終構(gòu)建了包括網(wǎng)絡(luò)前瞻能力、網(wǎng)絡(luò)管理能力、關(guān)系優(yōu)化能力和網(wǎng)絡(luò)學(xué)習(xí)反饋能力四個(gè)因子16項(xiàng)要素在內(nèi)的職業(yè)經(jīng)理人社會網(wǎng)絡(luò)勝任力模型。最后,再將該模型運(yùn)用到職業(yè)經(jīng)理人培訓(xùn)體系的建設(shè)中,較系統(tǒng)地探討了社會網(wǎng)絡(luò)勝任力在職業(yè)經(jīng)理人培訓(xùn)全過程中的應(yīng)用以及提出了培訓(xùn)體系順利構(gòu)建的保障措施。具體而言,在培訓(xùn)需求評估方面,以建立的社會網(wǎng)絡(luò)勝任力模型作為需求調(diào)查與分析工具。在培訓(xùn)內(nèi)容上,提出根據(jù)社會網(wǎng)絡(luò)勝任特征因素的特點(diǎn)及其培訓(xùn)難易程度差異采用適合的培訓(xùn)方法等�；谏鐣W(wǎng)絡(luò)勝任力構(gòu)建職業(yè)經(jīng)理人培訓(xùn)體系,有利于改進(jìn)職業(yè)經(jīng)理人培訓(xùn)實(shí)踐的新思路和方法,提升職業(yè)經(jīng)理人培訓(xùn)工作的規(guī)范化和科學(xué)化。
[Abstract]:At present, our country is in the background of economic transformation and upgrading. The outline of the National Medium- and Long-Term talents Development Plan 2010-2020 has clearly put forward that we should speed up the professionalization and marketization of enterprise management talents by focusing on strategic entrepreneurs and professional managers. Specialization and internationalization. Although professional managers are the backbone of the enterprise managers, a large number of statistical data show that their current quality and ability are not enough to meet the requirements of their work, and the enterprises have not achieved the expected results in a large number of training. At the same time, since the concept of social network competence was put forward, it has not only achieved remarkable results in theoretical research, but also been well verified in the field of practice. Therefore, under this background, it is necessary to construct a professional manager training system based on social network competence, and to discuss how to improve the professional managers' social network competence through training. This paper reviews the concepts of professional manager, social network competence and so on, and studies the theory of social network competence and training. Then it points out the current situation and existing problems of professional manager training, and then analyzes the causes of the problems. Secondly, using the methods of literature research and behavior event interview, the competency factors of professional managers' social network are extracted, and a questionnaire about them is designed. Then through SPSS Amos and other software to collect the statistics and processing of the data, and finally constructed including the ability of network foresight, network management, The model of professional managers' social network competence including four factors and 16 elements of relationship optimization ability and network learning feedback ability. Finally, the model is applied to the construction of professional manager training system, and the application of social network competence in the whole process of professional manager training is discussed systematically, and the guarantee measures for the successful construction of training system are put forward. Specifically, in the aspect of training needs assessment, the competency model of social network is used as the tool of demand investigation and analysis. In terms of training content, appropriate training methods are proposed according to the characteristics of social network competency factors and the differences in training difficulty. The construction of professional manager training system based on the competence of social network is helpful to improve the new ideas and methods of professional manager training and to promote the standardization and scientization of professional manager training.
【學(xué)位授予單位】：湖南工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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本文編號：2036359