本文選題：能力模型　切入點(diǎn)：能力辭典　出處：《蘭州大學(xué)》2013年碩士論文

【摘要】：“互聯(lián)網(wǎng)”行業(yè)的誕生造就了一個(gè)時(shí)代——信息時(shí)代,并且這個(gè)時(shí)代還將繼續(xù)延續(xù)并更具生命力。在互聯(lián)網(wǎng)領(lǐng)域中,誕生了很多偉大的企業(yè),涌現(xiàn)出眾多卓越的企業(yè)家,匯聚了眾多優(yōu)秀的技術(shù)人才。與傳統(tǒng)產(chǎn)業(yè)所不同的是,互聯(lián)網(wǎng)行業(yè)是以技術(shù)為前提的行業(yè),更具“人才密度”,對(duì)人的能力要求更高。除對(duì)員工知識(shí)、技能等的要求之外,互聯(lián)網(wǎng)企業(yè)更加注重員工的能力。 然而,眾多互聯(lián)網(wǎng)企業(yè)在實(shí)際管理過程中,并未明確員工“能力”的真實(shí)內(nèi)涵,更多地關(guān)注于員工知識(shí)、經(jīng)驗(yàn)、技能等相對(duì)較為“顯性”的能力,對(duì)員工是否具備滿足互聯(lián)網(wǎng)企業(yè)快速發(fā)展需求的“潛在”能力并沒有過多關(guān)注,也并未據(jù)此完成員工“能力”管理平臺(tái)的搭建。企業(yè)在面對(duì)缺人才、缺資金、缺管理的一系列顯性問題面前,卻又不得不面對(duì)更為復(fù)雜的員工能力體系建設(shè)的困惑。究其原因,主要表現(xiàn)為兩個(gè)方面：其一,大多數(shù)互聯(lián)網(wǎng)公司都處于成長期,并沒有太多的資源和精力投入到人員培養(yǎng)環(huán)節(jié),職能管理力度相對(duì)較弱仍然以業(yè)務(wù)開展為主；其二,缺乏對(duì)于互聯(lián)網(wǎng)企業(yè)員工能力管理的經(jīng)驗(yàn)。 本文以w公司為例對(duì)員工能力體系建設(shè)進(jìn)行系統(tǒng)性研究。w公司成立于2008年12月份,定位于新興互聯(lián)網(wǎng)領(lǐng)域——移動(dòng)互聯(lián)網(wǎng),以提供便捷實(shí)惠午餐信息和訂餐服務(wù)為主,目前已經(jīng)開始步入商業(yè)運(yùn)作階段。公司總體隊(duì)伍結(jié)構(gòu)相對(duì)年輕,基礎(chǔ)素質(zhì)比較高,但是從員工隊(duì)伍的深度和厚度上來講仍有待加強(qiáng),需要形成合理的梯次結(jié)構(gòu)。尤其是在員工隊(duì)伍能力建設(shè),必須形成長期、持續(xù)的員工能力開發(fā)機(jī)制。因此,從公司人力資源管理上來講,將“能力培養(yǎng)與提升”作為當(dāng)前的重點(diǎn)工程。必須建立起相對(duì)系統(tǒng)、具備可操作性的步驟、方法及應(yīng)用策略。 本文在分析W公司員工隊(duì)伍基本現(xiàn)狀的基礎(chǔ)上,從員工分層分類入手,建立員工能力模型的基本框架結(jié)構(gòu)。采用BEI與半結(jié)構(gòu)化訪談、戰(zhàn)略文化演繹、內(nèi)外部資料分析和標(biāo)桿企業(yè)參照等四種方法,構(gòu)建起w公司技術(shù)類員工能力模型,解決公司對(duì)員工能力需求的問題；通過能力定義、包含子要素、負(fù)面表現(xiàn)及等級(jí)定義等內(nèi)容,建立公司能力辭典；通過參考相關(guān)測(cè)評(píng)工具、與外協(xié)專家合作等方式,建立公司員工能力測(cè)評(píng)模型,并對(duì)員工進(jìn)行能力測(cè)評(píng),解決員工能力識(shí)別及“短板”判斷問題；最后,明確能力模型和測(cè)評(píng)結(jié)果在員工培養(yǎng)、招聘和激勵(lì)中的應(yīng)用策略。 通過能力提升策略研究,為W公司對(duì)人員的選拔和培養(yǎng)提供明確的依據(jù),對(duì)于互聯(lián)網(wǎng)公司來講,能夠有效幫助企業(yè)解決員工“入口關(guān)”的問題,從而為公司未來選好人、用好人,以及構(gòu)建合理的團(tuán)隊(duì)梯隊(duì)奠定基礎(chǔ)。
[Abstract]:The birth of the Internet industry has created an era, the information age, and this era will continue and more vitality.In the field of Internet, many great enterprises have been born, many outstanding entrepreneurs have emerged, and many outstanding technical talents have been gathered.Different from the traditional industry, the Internet industry is a technology-based industry, more "talent density", higher requirements for human capabilities.In addition to staff knowledge, skills and other requirements, Internet companies pay more attention to the ability of employees.However, in the actual management process of many Internet enterprises, the true connotation of employees'"ability" is not clear, and more attention is paid to the relatively "dominant" ability of employees, such as knowledge, experience, skills, etc.Whether or not employees have the "potential" ability to meet the rapid development needs of Internet enterprises has not been paid much attention to, nor has it been used to build the management platform of employees'"ability".Faced with a series of obvious problems, such as lack of talents, funds and management, enterprises have to face the confusion of the construction of more complex employee ability system.The main reasons are as follows: first, most Internet companies are in their growing period, and they do not devote too much resources and energy to personnel training, and the function management is relatively weak, still mainly business development; second,Lack of experience in capacity management of Internet employees.This article takes w company as an example to carry on the systematic research to the staff ability system construction. The w company was established in December 2008, it is located in the emerging Internet field-mobile Internet, mainly to provide convenient and affordable lunch information and order service.At present, it has begun to enter the stage of business operation.The overall team structure of the company is relatively young, the basic quality is relatively high, but from the depth and thickness of the staff team, it still needs to be strengthened, so it is necessary to form a reasonable echelon structure.Especially in the staff capacity building, must form the long-term, continuous staff ability development mechanism.Therefore, from the point of view of human resource management, ability training and upgrading is regarded as the current key project.A relative system must be established with operational steps, methods and application strategies.Based on the analysis of the current situation of W Company's workforce, this paper sets up the basic frame structure of employee competency model from the classification of employee stratification.By using BEI and semi-structured interview, strategic culture deduction, internal and external data analysis and benchmarking enterprise reference, this paper constructs the competency model of technical staff in w company, solves the problem of the company's ability demand, and defines the ability.Including sub-elements, negative performance and grade definition, the establishment of the company competency dictionary; through the reference of relevant evaluation tools, cooperation with experts, build the employee competency evaluation model, and evaluate the ability of employees,Finally, define the application strategies of competency model and evaluation results in employee training, recruitment and motivation.Through the research of ability enhancement strategy, it can provide clear basis for W company to select and train personnel. For Internet companies, it can effectively help enterprises solve the problem of "entry gate" for employees, so as to select a good person for the company in the future.Use good people, and build a reasonable team echelon to lay the foundation.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F49

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