基于勝任力模型的富士康集團自動化研發(fā)工程師人才測評研究
發(fā)布時間：2019-04-23 12:33
【摘要】：隨著工業(yè)4.0在全球演進,富士康作為全球最大的工業(yè)制造企業(yè),順應趨勢,積極發(fā)展智能制造技術。針對智能制造核心人才自動化研發(fā)工程師的人力資源管理,提出了更高的要求。人才的精準測評,是人才管理活動的基礎,正確識人,才能做到人崗匹配,發(fā)揮人才的最大效能。目前集團在人才測評方面,主要側(cè)重于對知識、能力和績效的評估,已經(jīng)明顯無法適應轉(zhuǎn)型升級背景下對知識型員工的管理要求,故需要針對自動化研發(fā)工程師崗位開發(fā)人才測評方案。論文旨在以自動化研發(fā)工程師人才測評作為主題,基于勝任力理論,進行探索和研究,設計人才測評方案。論文共六部分:第一部分簡單闡述論文研究背景和意義,引出研究主題和主要內(nèi)容,提出論文研究的方法和技術路線。第二部分主要結合論文研究主題,針對勝任力模型理論和基于勝任力的人才測評理論進行闡述。第三部分針對富士康研發(fā)工程師人才測評現(xiàn)狀進行調(diào)查和說明,提出人才測評存在的主要問題。第四部分在基于現(xiàn)狀調(diào)查的基礎上,用文本分析法、問卷調(diào)查法、行為事件訪談法、主題分析法、專家小組法等構建自動化研發(fā)工程師勝任力特征,為人才測評方案提供測評標準。建立測評標準之后,進而在第五部分,有針對性地設計開發(fā)人才測評方案,在人才測評方案的設計中,用到德菲爾法、履歷分析法、問卷調(diào)查法、心理問卷測驗法、面試法等方法。最后第六部分則對人才測評方案整體進行總結和展望。論文通過對富士康集團自動化研發(fā)工程師為樣本進行人才測評研究,設計了一套適用于集團內(nèi)部自動化研發(fā)工程師的測評方案,包括成立測評組織、設計測評指標權重、選擇測評方法、優(yōu)化測評流程、規(guī)劃測評的組織工作等,具備很好的實用價值。論文的研究成果將有效推動自動化研發(fā)工程師的人才測評效率和績效,提升集團人才測評的科學化和規(guī)范化水平。而富士康作為工業(yè)制造領域的代表性企業(yè),論文的研究成果可為學術研究加以參考以及為業(yè)界所有需要大力發(fā)展技術人才的企業(yè)提供借鑒。
[Abstract]:With the global evolution of industry 4.0, Foxconn, as the largest industrial manufacturing enterprise in the world, actively develops intelligent manufacturing technology in line with the trend. In view of the intelligent manufacturing core talent automation R & D engineer's human resource management, put forward higher requirements. The accurate evaluation of talents is the basis of talent management activities. Only by recognizing people correctly can we match people and give full play to the maximum efficiency of talents. At present, the group mainly focuses on the evaluation of knowledge, ability and performance in the field of talent evaluation, and has obviously failed to adapt to the management requirements of knowledge workers under the background of transformation and upgrading. Therefore, the need for automatic R & D engineer post development talent evaluation program. The purpose of this paper is to explore and research the talent evaluation scheme based on competency theory and take the automatic R & D engineer evaluation as the theme. There are six parts in the thesis: the first part briefly describes the background and significance of the paper, leads to the research theme and main content, and puts forward the research method and technical route. The second part focuses on the competency model theory and competency-based talent evaluation theory. The third part investigates and explains the current situation of Foxconn R & D engineer talent evaluation, and puts forward the main problems in the talent evaluation. The fourth part uses text analysis, questionnaire survey, behavior event interview, subject analysis and expert group method to construct the competency characteristics of automation R & D engineers, based on the status quo survey. Provide the evaluation standard for the talent evaluation scheme. After the establishment of the evaluation standard, and then in the fifth part, we design and develop the talent evaluation scheme. In the design of the talent evaluation scheme, we use the Delphi method, the resume analysis method, the questionnaire survey method, the psychological questionnaire test method, in the design of the talent evaluation scheme. Interview method, etc. Finally, the sixth part summarizes and looks forward to the talent evaluation scheme as a whole. Through the research on talents evaluation of Foxconn Group Automation R & D engineer, this paper designs a set of evaluation scheme, including setting up evaluation organization and designing evaluation index weight, which is suitable for internal automation R & D engineer of Foxconn Group. It is of great practical value to select evaluation methods, optimize evaluation process, and plan the organization of evaluation. The research results of this paper will effectively promote the efficiency and performance of personnel evaluation of automation R & D engineers, and improve the scientific and standardized level of group personnel evaluation. Foxconn as a representative enterprise in the field of industrial manufacturing, the research results of this paper can be used for reference for academic research and for all enterprises in the industry that need to develop technical talents.
【學位授予單位】：蘭州大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F426.6
[Abstract]:With the global evolution of industry 4.0, Foxconn, as the largest industrial manufacturing enterprise in the world, actively develops intelligent manufacturing technology in line with the trend. In view of the intelligent manufacturing core talent automation R & D engineer's human resource management, put forward higher requirements. The accurate evaluation of talents is the basis of talent management activities. Only by recognizing people correctly can we match people and give full play to the maximum efficiency of talents. At present, the group mainly focuses on the evaluation of knowledge, ability and performance in the field of talent evaluation, and has obviously failed to adapt to the management requirements of knowledge workers under the background of transformation and upgrading. Therefore, the need for automatic R & D engineer post development talent evaluation program. The purpose of this paper is to explore and research the talent evaluation scheme based on competency theory and take the automatic R & D engineer evaluation as the theme. There are six parts in the thesis: the first part briefly describes the background and significance of the paper, leads to the research theme and main content, and puts forward the research method and technical route. The second part focuses on the competency model theory and competency-based talent evaluation theory. The third part investigates and explains the current situation of Foxconn R & D engineer talent evaluation, and puts forward the main problems in the talent evaluation. The fourth part uses text analysis, questionnaire survey, behavior event interview, subject analysis and expert group method to construct the competency characteristics of automation R & D engineers, based on the status quo survey. Provide the evaluation standard for the talent evaluation scheme. After the establishment of the evaluation standard, and then in the fifth part, we design and develop the talent evaluation scheme. In the design of the talent evaluation scheme, we use the Delphi method, the resume analysis method, the questionnaire survey method, the psychological questionnaire test method, in the design of the talent evaluation scheme. Interview method, etc. Finally, the sixth part summarizes and looks forward to the talent evaluation scheme as a whole. Through the research on talents evaluation of Foxconn Group Automation R & D engineer, this paper designs a set of evaluation scheme, including setting up evaluation organization and designing evaluation index weight, which is suitable for internal automation R & D engineer of Foxconn Group. It is of great practical value to select evaluation methods, optimize evaluation process, and plan the organization of evaluation. The research results of this paper will effectively promote the efficiency and performance of personnel evaluation of automation R & D engineers, and improve the scientific and standardized level of group personnel evaluation. Foxconn as a representative enterprise in the field of industrial manufacturing, the research results of this paper can be used for reference for academic research and for all enterprises in the industry that need to develop technical talents.
【學位授予單位】：蘭州大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F426.6
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