發(fā)布時(shí)間：2022-12-08 02:32

　　隨著商業(yè)社會(huì)競爭的加劇,企業(yè)內(nèi)部人才優(yōu)勢逐漸成為了企業(yè)的其中一項(xiàng)核心競爭力。因此,人才競爭也成為了影響商業(yè)成敗的重要戰(zhàn)場。企業(yè)組織需要尋找到正確的方法,充分利用其人力資源以保證戰(zhàn)略目標(biāo)的有效達(dá)成。在目前的中國經(jīng)濟(jì)活動(dòng)中,民營企業(yè)占據(jù)了最大的數(shù)量。然而目前中國民營企業(yè)內(nèi)對(duì)于人才的管理情況并不樂觀。大部分的民營企業(yè)并沒有建立起系統(tǒng)的人才發(fā)展體系,他們迫切的希望能夠確認(rèn)在他們的企業(yè)組織當(dāng)中,哪些人是值得進(jìn)一步投資培養(yǎng),并如何提升企業(yè)內(nèi)部人才培養(yǎng)能力。本文研究的是一個(gè)中國年輕民營企業(yè)VC公司的案例。文章展示了該公司使用9宮格進(jìn)行人才盤點(diǎn)的實(shí)踐過程。本文旨在為如何在企業(yè)組織當(dāng)中有效使用9宮格進(jìn)行人才盤點(diǎn)提供實(shí)踐性建議,以保證工具使用的有效性與準(zhǔn)確性。本文由五個(gè)部分組成。首先是關(guān)于進(jìn)行本次案例研究的主張介紹,然后是對(duì)相關(guān)文獻(xiàn)理論的綜述。文本參考的相關(guān)文獻(xiàn)內(nèi)容涉及人才管理、潛力判斷等,與此同時(shí)9宮格的工具結(jié)構(gòu)也在這一部分進(jìn)行了詳細(xì)的說明。通過VC公司的公司簡介與該公司使用9宮格的案例描述,文章詳細(xì)的介紹的VC公司9宮格的設(shè)計(jì)框架及使用它進(jìn)行人才盤點(diǎn)的實(shí)施過程。通過與文獻(xiàn)材料及學(xué)術(shù)研究成果的對(duì)比,案例... 

【文章頁數(shù)】：87 頁

【學(xué)位級(jí)別】：碩士

【文章目錄】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
LIST OF ABBREVIATIONS
1.Introduction
    1.1 Background and Initiative of the Research
    1.2 Research Purposes
    1.3 Research Methodology
        1.3.1 Case Study
        1.3.2 Literature Research
    1.4 Structure of the Thesis
2.Literature Review
    2.1 Introduction of Talent Review
        2.1.1 Introduction of Human Resource Planning
        2.1.2 Definition and Identification of Talent
        2.1.3 Theories about Talent Management and Talent Review
    2.2 Tool for Talent Review: 9-box Grid
        2.2.1 Introduction of 9-box Grid
        2.2.2 Boost the Effectiveness of 9-box Grid
    2.3 Related HR Management Theories
        2.3.1 Theories about Performance Management
        2.3.2 Performance Distribution Scale
        2.3.3 Identification of Potential
        2.3.4 Competency Identification and Construction of Competency Model
        2.3.5 Build up Strategic Pay Plan
        2.3.6 Motivational–Hygiene Model by Frederic Herzberg
3.Case Description
    3.1 Company Background Introduction of VC Company
        3.1.1 Business Scope of VC Company
        3.1.2 Company Size and Organizational Structure
    3.2 Initiative for Talent Review in VC Company
    3.3 Frame Work of 9-box Grid Application
        3.3.1 Performance Evaluation
        3.3.2 Potential Evaluation
        3.3.3 Assessment of Competencies
        3.3.4 Evaluation of Learning Agility
        3.3.5 Evaluation of Development Barriers
        3.3.6 Assessment for the Risk and Business Impact of Talent Lost
        3.3.7 Evaluation for Succession Readiness and Individual DevelopmentPlan
        3.3.8 Rules for Evaluation Calibration
    3.4 Implementation and Output of Talent Review Program
    3.5 Follow up Actions after Filling the Boxes
4.Effectiveness Analysis for Applying 9-box Grid Talent Review at VC Company
    4.1 Effectiveness Evaluation of VC Company’s Talent Review Program
    4.2 Challenges and Difficulties Encountered During the Implementation
    4.3 Problems Summary of 9-box Grid Application at VC Company
    4.4 Analysis on the Factors Affecting the Effectiveness of the Talent Review Program by Applying 9-box Grid
        4.4.1 Effectiveness in Talent Definition and Identification
        4.4.2 Accuracy of Performance Evaluation
        4.4.3 Distribution Rationality of Talents in 9-box Grid
        4.4.4 Evaluation for Potential
        4.4.5 Validity of Competency Model
        4.4.6 Effectiveness of Succession Management
        4.4.7 Effectiveness talent retention policies
    4.5 Solutions for VC Company to Improve the Effectiveness and Accuracy of Talent Review
5.Conclusions and Implications for Applying 9-box Grid for Talent Review
    5.1 Conclusions and implications for Applying 9-box Grid at VC Company
    5.2 Key Points for Ensuring the Effectiveness and Accuracy of Applying 9-boxGrid for Talent Review at VC Company
    5.3 Limitations of the Research
6.References


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