本文選題：勝任力 + 勝任力模型��； 參考：《吉林大學(xué)》2010年碩士論文

【摘要】： 企業(yè)研發(fā)水平的高低代表了企業(yè)研發(fā)實(shí)力的高低,在激烈的市場競爭中,企業(yè)與企業(yè)之間的競爭歸根結(jié)底是企業(yè)核心能力的競爭,而人力資源是核心競爭能力最重要的要素之一。企業(yè)的研發(fā)人員作為核心技術(shù)的載體,他們的勝任水平?jīng)Q定著企業(yè)未來發(fā)展的方向和動力。此外,對于研發(fā)人員個人而言,為了實(shí)現(xiàn)自身的職業(yè)理想,謀求職業(yè)上的發(fā)展,他們也需要對自己做出評價,結(jié)合不同級別崗位的勝任水平來提升自己。因此,無論從企業(yè)的角度來看,想吸引能夠勝任崗位的優(yōu)秀人員增強(qiáng)企業(yè)的研發(fā)實(shí)力,還是從研發(fā)人員自身的角度來看,為了以后自身的職業(yè)生涯規(guī)劃,對研發(fā)人員進(jìn)行勝任力模型研究都具有非常重要的現(xiàn)實(shí)意義。 國內(nèi)外學(xué)者對研發(fā)人員勝任力模型的研究為本文奠定了良好的理論基礎(chǔ),本文在構(gòu)建勝任力模型時不是采用傳統(tǒng)的BEI(行為事件訪談),而是通過大量的文獻(xiàn)閱讀及招聘廣告分析的方法構(gòu)建初步的研發(fā)人員勝任力模型,在此基礎(chǔ)上針對徐工研究院的實(shí)際情況設(shè)計出調(diào)查問卷,并運(yùn)用統(tǒng)計軟件SPSS13.0進(jìn)行統(tǒng)計分析,從而得出針對徐工研究院研發(fā)人員級別的崗位研發(fā)人員的勝任力特質(zhì)。在此理論基礎(chǔ)上,再對不同級別的研發(fā)人員做出職位資格等級的確定,從而為員工的職業(yè)發(fā)展提供一個理論依據(jù)。勝任力模型的研究最重要的莫過于對該模型的應(yīng)用,希望通過本文的論述,能夠為勝任力模型的構(gòu)建和應(yīng)用提供一個嶄新的視角,同時為企業(yè)人力資源的管理工作提供借鑒。
[Abstract]:The level of enterprise R & D represents the strength of enterprise R & D. In the fierce market competition, the competition between the enterprise and the enterprise is ultimately the competition of the core competence of the enterprise. Human resources is one of the most important elements of core competence. Enterprise R & D personnel as the carrier of core technology, their competence determines the future direction and power of enterprise development. In addition, for R & D personnel, in order to realize their professional ideals and seek career development, they also need to evaluate themselves and improve themselves by combining the competence of different levels of posts. Therefore, whether from the perspective of an enterprise, to attract qualified personnel to enhance the R & D strength of the enterprise, or from the perspective of the R & D personnel themselves, in order to plan their own career in the future, It is very important to study the competency model of R & D personnel. The research on competency model of R & D personnel at home and abroad has laid a good theoretical foundation for this paper. In this paper, instead of using the traditional Bei (Behavioral event interview), the competency model of R & D personnel is constructed by a large number of literature reading and recruitment advertising analysis methods. On the basis of this, the questionnaire is designed according to the actual situation of Xugong Research Institute, and the statistical software SPSS13.0 is used to carry out statistical analysis, so as to obtain the competency of the R & D personnel in the level of R & D personnel of Xugong Research Institute. On the basis of this theory, the position qualification grade of R & D personnel at different levels is determined, which provides a theoretical basis for the career development of employees. The most important research of competency model is the application of this model. It is hoped that this paper can provide a new perspective for the construction and application of competency model and provide reference for the management of enterprise human resources.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2010
【分類號】：G322.7

【引證文獻(xiàn)】

相關(guān)博士學(xué)位論文 前1條

1 劉景方;網(wǎng)上創(chuàng)新外包環(huán)境下研發(fā)人員勝任力研究[D];昆明理工大學(xué);2011年

相關(guān)碩士學(xué)位論文 前1條

1 顏建強(qiáng);數(shù)字化設(shè)計與制造一體化教學(xué)平臺的研究[D];湖南師范大學(xué);2013年

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本文編號：1952322