本文選題：勝任力　切入點(diǎn)：勝任力模型　出處：《華東師范大學(xué)》2007年碩士論文

【摘要】： 勝任力與工作績(jī)效更為密切相關(guān)，越來越多的研究者、企業(yè)實(shí)踐家和人力資源從業(yè)人員用其取代以往的智力測(cè)驗(yàn)等進(jìn)行各個(gè)領(lǐng)域的人才選拔、培養(yǎng)和考核。就此本篇論文以人力資源部門為職能背景，綜合各行業(yè)為通用模型，對(duì)世界500強(qiáng)企業(yè)人力資源部門中層管理人員的勝任力模型進(jìn)行實(shí)證研究。 本篇論文介紹了國(guó)外勝任力研究的發(fā)展歷程、綜述了國(guó)內(nèi)近十年的勝任力研究概況、羅列了一些國(guó)內(nèi)外勝任力模型的實(shí)例。通過對(duì)世界500強(qiáng)企業(yè)人力資源部門中層管理人員的職位分析、工作職能分析及招聘廣告分析，確定在進(jìn)行勝任力模型的建構(gòu)過程中，以人力資源部門為專門的職能領(lǐng)域、以涉及各行業(yè)為通用的產(chǎn)業(yè)背景，采取專家簡(jiǎn)化法為主，深度訪談、問卷數(shù)據(jù)檢驗(yàn)為輔的建模流程。通過對(duì)20名效標(biāo)樣本進(jìn)行初步訪談獲得對(duì)人力資源部門中層管理人員職位描述的第一手資料；與人力資源專家顧問進(jìn)行深度會(huì)談確定效標(biāo)樣本的區(qū)分標(biāo)準(zhǔn)；整合權(quán)威理論的勝任力因子列表，設(shè)計(jì)出《世界500強(qiáng)企業(yè)人力資源部門中層管理人員勝任力量表》，對(duì)70名被試進(jìn)行施測(cè)。得出的主要結(jié)論有：1．初步建立了世界500強(qiáng)企業(yè)人力資源部門中層管理人員的勝任力模型。提出新的勝任力概念模型，將工作導(dǎo)向的能力與性格歸類于不同勝任力構(gòu)面中。2．由Cronbach系數(shù)顯示，總體勝任力模型的內(nèi)在一致性信度良好，但是其中兩個(gè)構(gòu)面的信度不佳，對(duì)模型的構(gòu)面須進(jìn)一步修正。3．績(jī)效優(yōu)秀組和一般組在勝任力模型的絕大部分因子上都存在顯著性差異，只有重視多樣性和創(chuàng)新能力兩個(gè)因子上差異不顯著。勝任力模型各因子對(duì)效表樣本的區(qū)分力強(qiáng)，，有很高的效度。 本次研究屬于人力資源及勝任力研究的交叉領(lǐng)域，是當(dāng)前的熱點(diǎn)問題，同時(shí)國(guó)內(nèi)對(duì)于該領(lǐng)域的系統(tǒng)研究較為罕見。故本篇論文細(xì)致地探討了當(dāng)前模型開發(fā)的難點(diǎn)及亟需改進(jìn)之處，展望了未來研究的發(fā)展趨勢(shì)，對(duì)勝任力模型驗(yàn)證方法及建模中的進(jìn)程效用分析提出一些見解和期待。期望本次研究為人力資源工作者給與勝任力模型建構(gòu)方法上的借鑒，加深人力資源領(lǐng)域的研究，同時(shí)為企業(yè)人力資源部門的中層管理人員的選拔、提升和績(jī)效考核起輔助指導(dǎo)作用。
[Abstract]:Competency is more closely related to job performance. More and more researchers, enterprise practitioners and human resource practitioners use it to replace the previous intelligence tests to select, train and assess talents in various fields.This paper takes the human resources department as the function background, synthesizes each profession as the general model, carries on the empirical research to the world 500 enterprise human resources department middle management personnel competency model.This paper introduces the development of competency research in foreign countries, summarizes the domestic competency research in recent ten years, and lists some examples of competency models at home and abroad.Through the position analysis, job function analysis and recruitment advertisement analysis of mid-level managers in the human resources department of the top 500 enterprises in the world, it is determined that in the process of constructing competency model, the human resources department is the special functional area.The modeling process is based on expert simplification method, in-depth interview and questionnaire data checking.Through the preliminary interviews with 20 standard samples to obtain first-hand information on the job description of mid-level managers in human resources departments, in-depth interviews with human resources expert consultants were conducted to determine the criteria for distinguishing the standard samples.According to the list of competency factors of authority theory, the competency scale of mid-level managers in human resources department of the world's top 500 enterprises was designed, and 70 subjects were tested.The main conclusion reached was: 1.The competency model of middle managers in human resources department of the top 500 enterprises in the world is established preliminarily.A new competency conceptual model is proposed, which classifies job-oriented ability and personality into different competency structures.The Cronbach coefficient shows that the consistency reliability of the overall competency model is good, but the reliability of two of the constructed surfaces is not good.There are significant differences between excellent performance group and general group in most factors of competency model, but there is no significant difference in two factors: diversity and innovation ability.Each factor of competency model has strong distinguishing ability and high validity to the sample of effect table.This research belongs to the cross field of human resources and competence research, and it is a hot topic at present. At the same time, systematic research in this field is rare in China.Therefore, this paper discusses the difficulties of current model development and its urgent improvement, looks forward to the development trend of future research, and puts forward some opinions and expectations for competency model verification method and process utility analysis in modeling.It is expected that this study can be used for reference by human resource workers in the construction of competency model, deepen the research in the field of human resources, and at the same time, be used for the selection of middle-level managers in the human resources department of enterprises.Promotion and performance appraisal play an auxiliary and guiding role.
【學(xué)位授予單位】：華東師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2007
【分類號(hào)】：F272.92;F224

【引證文獻(xiàn)】

相關(guān)期刊論文 前1條

1 席佳穎;張楠;;對(duì)接于現(xiàn)代服務(wù)業(yè)的大學(xué)生創(chuàng)業(yè)素質(zhì)培養(yǎng)體系的研究[J];職業(yè)教育研究;2011年10期

相關(guān)博士學(xué)位論文 前1條

1 楊從杰;中層經(jīng)理人力資源管理職責(zé)及勝任特征研究[D];暨南大學(xué);2008年

相關(guān)碩士學(xué)位論文 前10條

1 史永鳳;保險(xiǎn)行業(yè)職業(yè)經(jīng)理人勝任力模型及其績(jī)效研究[D];山東科技大學(xué);2010年

2 高月娥;旅游景區(qū)職業(yè)經(jīng)理人勝任力評(píng)價(jià)研究[D];中國(guó)海洋大學(xué);2010年

3 馬晶;新疆現(xiàn)代企業(yè)人力資源招聘管理與本科畢業(yè)生勝任素質(zhì)關(guān)系研究[D];新疆農(nóng)業(yè)大學(xué);2011年

4 呂海艷;制造業(yè)高級(jí)藍(lán)領(lǐng)的勝任力模型研究[D];同濟(jì)大學(xué);2008年

5 戴嘉;湘潭市中層領(lǐng)導(dǎo)職務(wù)公務(wù)員勝任力實(shí)證研究[D];湖南大學(xué);2008年

6 周露;中國(guó)企業(yè)基層人力資源管理人員勝任力素質(zhì)模型研究[D];武漢理工大學(xué);2010年

7 齊婷婷;M公司HR勝任素質(zhì)模型的構(gòu)建研究[D];吉林大學(xué);2010年

8 賈麗蓉;我國(guó)中小企業(yè)基層人力資源管理者的素質(zhì)模型研究[D];重慶工商大學(xué);2012年

9 景楠;河北省大學(xué)生村官勝任力研究[D];燕山大學(xué);2012年

10 何倩倩;高校處級(jí)領(lǐng)導(dǎo)干部勝任力研究[D];重慶大學(xué);2011年

本文編號(hào)：1729116