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论文编号：	150
作者编号：	052077
上传时间：	2007/12/17 17:12:31
中文题目：	A公司基于胜任力模型的监督主管
英文题目：	Research on A Company’s Compe
指导老师：	袁庆宏
中文关键字：	胜任力模型;电梯企业;监督主管;<
英文关键字：	Competency Model;Elevator Comp
中文摘要：	随着中国经济发展的不断加快，国际化大公司的不断涌入，绩效文化被越来越多的公司所采纳。作为绩效管理的重要支持，基于胜任力的人员培训和发展已成为人力资源方面的研究热点之一。角色和职责的定义，胜任能力模型的选择，胜任能力的测评，差距分析，培训课程的设计和开发，职业发展道路的设计等等，基于胜任力模型的人员培训开发体系的设计和实施成为帮助企业实现其组织胜任力，从而获得竞争优势的重要方法。 本文以胜任力理论，人力资源培训与开发一般理论及基于胜任力的人力资源培训与开发等理论为基础，以A公司服务业务基层管理者——监督主管的培训和发展为对象，分析和阐述了电梯服务业务部门如何在新形势下对其监督主管进行人力资源培训和开发问题。 本文共分六章。第一章（即导论部分）是问题的提出，主要是对研究背景，研究方法等进行阐述；第二章是对胜任力理论、人力资源培训与开发一般理论及基于胜任力的人力资源管理理论及研究进展进行阐述和回顾，其中包括胜任力的相关知识，胜任力模型建立的常用方法及它们对人力资源管理理论和实践的意义；第三章是对电梯企业服务业务及监督主管现状分析进行研究和阐述，包括电梯业，特别是其服务业务的发展现状，服务业务发展的特点及对监督主管这一群体提出的挑战；第四章是对基于监督主管胜任力模型的培训开发体系的设计基础进行研究和阐述，包括构建基于胜任力模型的培训开发体系的环境和条件分析，如组织环境，及监督主管胜任力模型的建立，如监督主管的角色和职责，监督主管胜任力模型的确定以及现任监督主管胜任力测评等；第五章是对基于胜任力模型的监督主管培训开发体系的设计与实施研究，包括监督主管培训开发体系培训模块的设计和实施，监督主管职业生涯发展道路的设计和实施；第六章是结论及启示。 各企业在基于胜任力的人力资源培训开发体系的设计和实施上，可能会采用不同的工具和方法，但是整体的设计和分析思想是基本相同的。本文的研究结果对基于胜任力的人力资源培训开发实践具有一定的现实指导和借鉴意义。
英文摘要：	With the rapid development of China’s economy and the increasing input of global companies, the performance culture has been deployed by more and more companies. As a major support to performance management, the research and practice of competency model-based human resources development has become very hot in the field of human resource management. By defining the role and responsibility, building up and select a competency model, doing competency assessment and gap analysis and designing training courses as well as the career path, the design and implementation of a competency model-based training and development system for a specific group of people have played an important role in helping enterprises realize the organizational competencies and then achieve competition advantages. Based on theories of the competency, training and development as well as competency-based human resources development, taken A company service supervisor’s training and development as research subject, this thesis analyzes and discusses how elevator service functions to train and develop their service supervisors under the new circumstances. This thesis consists of six chapters. Chapter One is the introduction of the research; Chapter Two is the review of theories of competency, general training and development and competency-based human resources management and their updates; Chapter Three is the analysis of elevator industry and its business, especially its service current situation and the increasing challenges for a service supervisor and its team.; Chapter Four is the research on the basis of designing service supervisor’s competency model-based training and development system, such as organizational environment changes, service supervisor’s role and responsibility, competency model, competency assessment, etc.; Chapter Five is the research of service supervisor’s training module’s design and implementation, including training courses, training methods, training implementation and assessment as well as the design and implementation of service supervisor’s career path; Chapter Six is the conclusion and future prospect. It is possible for different industries and different enterprises to deploy different methods and tools in designing and implementing competency model-based human resources training and development systems, but the way to research, analyze, design and implement can be similar. The design and implementation of the service supervisor’s training and development system researched in this thesis is significant for directing other companies to design and develop their own competency based training and development systems for their employee groups in similar service sections. It also can be referred to complement and improve those traditional training systems.
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