本文選題：勝任力模型　切入點：變電運行人員　出處：《華北電力大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著國家新一輪電力體制改革的深入,電網(wǎng)企業(yè)所面臨的內(nèi)外部環(huán)境將發(fā)生深刻變化,其經(jīng)營管理也將面臨前所未有的挑戰(zhàn)。企業(yè)間的競爭歸根到底是人才的競爭,而人才是科技進步和社會經(jīng)濟發(fā)展的主要驅(qū)動力。企業(yè)具有優(yōu)秀人才就具有了競爭的主動權(quán),就能在激烈的社會競爭中立于不敗之地。而如何建立科學(xué)合理的勝任崗位需要的人才標(biāo)準(zhǔn),如何對現(xiàn)有崗位上的員工進行合理的績效管理和科學(xué)的培訓(xùn)開發(fā)已經(jīng)成為企業(yè)人力資源管理者不得不面對的問題�；趧偃瘟Φ目冃Ч芾黻P(guān)注企業(yè)的未來績效、員工的能力表現(xiàn)以及員工潛能,最大化的激發(fā)員工工作積極性和能動性�；趧偃瘟Φ目冃Э己�,使管理者能夠更好的了解企業(yè)員工工作中存在的能力素質(zhì)問題,并能給企業(yè)人力資源培訓(xùn)開發(fā)提供決策依據(jù)。本文以國網(wǎng)北京房山供電公司變電運行人員績效管理與培訓(xùn)開發(fā)體系建設(shè)為研究對象,結(jié)合公司實際情況,首先梳理了公司變電運行人員的職責(zé)分1根據(jù)公司發(fā)展戰(zhàn)略、部門職責(zé)、崗位分工構(gòu)建出變電運行人員勝任力模型。通過勝任力模型的構(gòu)建為變電運行人員績效考核的公平、公正提供技術(shù)支持,激發(fā)了員工工作積極性,從整體上提高其績效水平。其次,根據(jù)變電運行人員的勝任力要求和績效考核的結(jié)果,對培訓(xùn)體系進行設(shè)計,依據(jù)勝任力要項提煉出知識、技能模塊,優(yōu)化變電運行課程體系與培訓(xùn)方式,進一步激發(fā)變電運行人員的內(nèi)在潛力,提高其崗位勝任力。最后通過建立科學(xué)完善的績效考核與培訓(xùn)開發(fā)體系推動公司不斷向前發(fā)展,并在公司的可持續(xù)發(fā)展過程中不斷改進完善,形成良性循環(huán),從而大幅度提升公司競爭力。本文的研究成果為電力企業(yè)變電運行人員的績效管理和培訓(xùn)開發(fā)提供了借鑒和參考價值。
[Abstract]:With the deepening of the new round of electric power system reform in China, the internal and external environment faced by power grid enterprises will undergo profound changes, and their management will also face unprecedented challenges. The competition among enterprises is, in the final analysis, the competition for talents. Talent is the main driving force of scientific and technological progress and social and economic development. Enterprises with outstanding talents have the initiative to compete. And how to set up scientific and reasonable standards for qualified personnel, How to carry on the reasonable performance management and the scientific training development to the present position staff has become the question which the enterprise human resources manager has to face. The performance management based on the competence pays close attention to the enterprise's future performance. The ability performance and potential of employees, maximize the motivation and initiative of employees. Based on competency performance evaluation, managers can better understand the problems of competence and quality in the work of enterprise employees. This paper takes the performance management and training and development system construction of substation operator of Beijing Fangshan Power supply Company as the research object, combined with the actual situation of the company. Firstly, the author sorts out the responsibilities of substation operators. 1 according to the company's development strategy, departmental responsibilities and job division, the competency model of substation operators is constructed. Through the construction of competency model, it is fair to evaluate the performance of substation operators. Provide technical support fairly, stimulate the enthusiasm of employees, improve the overall performance level. Secondly, according to the competency requirements of substation operators and the results of performance evaluation, the training system is designed. According to the key items of competence, the knowledge and skill modules can be extracted, the course system and training methods of substation operation will be optimized, and the inherent potential of transformer operators will be further stimulated. Finally, through the establishment of scientific performance appraisal and training and development system to promote the company's continuous development, and in the process of sustainable development of the company to constantly improve and improve, forming a virtuous circle, The research results of this paper provide reference and reference value for the performance management and training and development of substation operators in electric power enterprises.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F426.61;F272.92

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相關(guān)期刊論文 前1條

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本文編號：1593217