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论文编号：	1983
作者编号：	2220070922
上传时间：	2010/1/20 10:23:33
中文题目：	阳升公司中高层管理人员胜任力
英文题目：	A Research on Competency-based Training Development of
指导老师：	吴国存
中文关键字：	中高层管理者；胜任力；培训；人力资源开发
英文关键字：	Top and senior managers,；Competency；Training；Human Resource Development
中文摘要：	20世纪80年代以来，企业外部环境发生了空前的变化，复杂性、不确定性程度更大。随着知识经济时代的到来、组织结构从科层转向扁平化、虚拟化、网络化，组织结构的变化导致工作方式和职业生涯也相应发生变化。业务流程重组、全面质量管理、项目小组和自我管理团队等新型管理模式在企业中日益盛行。那么，如何在全球化竞争中保持竞争优势，是企业必须去认真思考和探索的问题。 21世纪的竞争归根结底是人才的竞争，人力资源成为组织最重要的资源之一，尤其人力资源直接关系到企业的前途和命运，组织要想获得持续竞争优势，就必须依靠员工不断提高知识和能力来应对灵活多变的工作。 因此，人力资源开发成为现代企业管理最重要的任务与核心工作，它也是企业提高核心竞争力的重要手段。而作为企业核心人才的中高层领导者在企业中起着中流砥柱的作用。所以，对中高层管理者的开发进行研究具有很重要的现实意义。 人才开发是一个系统的过程,需要解决“开发什么、开发对象、开发方式、开发效果评估”等问题。本文以阳升公司中高层管理者为研究对象重点研究了阳升公司中高层管理者胜任力培训开发。 本文的主要思路是：第一，本文界定了中高层管理者的概念内涵与外延，总结了中高层管理者胜任力开发的内容及意义，回顾了人力资本、学习理论、胜任力和培训相关的理论。第二，本文对阳升公司进行了个案分析，重点分析了阳升公司中高层管理者的胜任力现状，总结了既有培训体系存在的问题及原因。接着，本文总结了阳升公司建立胜任力培训开发体系的指导思想和原则。第三，本文根据前文分析，建立了阳升公司中高层管理者的胜任力模型，主要包括以下几个方面：（1）概念技能，包括愿景构筑能力、市场开拓能力、政治能力、决策力、认知能力、学习力、规划能力、适应力、应变力。（2）人际技能，包括人际沟通能力、领导力、协调力、影响力、问题解决能力、动机与承诺。（3）专业技能，包括执行力与专业能力。然后，本文总结了实施这一培训体系的保障措施。最后，本文对研究结论、研究特点及不足进行了总结。
英文摘要：	Since the 1980th, the external environment has undergone unprecedented changes, as a result，the degree of complexity and uncertainty increase dramatically. With the coming of the era of knowledge economy, organization structure shift from bureaucratic to flat、vitalizing、networking, these changes of organization also led to many corresponding changes in working methods and professional career. Business Process Reengineering、total quality management、project teams and self-management teams and other new management model are increasingly prevalent in the enterprise. Consequently, how to maintain a competitive edge in global competition is an important issue that companies must seriously consider and explore. As the saying goes, competition in the 21st century is the competition for talent in the final analysis; hence, human resource has become one of the organization's most important resources. In order to obtain sustainable competitive advantages, organizations must rely on staff continuously improving the knowledge and ability to fit the flexible work. Then, human resource development has become a key mean to improve the core competitiveness of enterprises. While the top and senior leaders in the enterprises have played a crucial role. Therefore, it has a great practical significance to conduct a study on the top and senior leaders development. The human resource development is a systematic process, it needs to address these issues such as "what does develop, the objects of development, the methods of development and the effect of development assessment," and so on. This article studies the training and development system of the top and senior managers in Yang Sheng Company from the perspective of Competency Model. The main idea is: First, this paper defines the connotation and denotation of the concept of top and senior managers, sums up the top and senior managers’ competence development content and significance, reviews the theory of human capital, learning theory, competence and training related theory. Secondly, the paper conducts a case study, to focus on analyzing competence status of top and senior managers of Yang Sheng Company, sums up the problems and reasons in the existing training system. Then, this article summarizes the guiding ideology and principles on establishment competence training and development system in Yang Sheng Company. Third, according to the preceding analysis, this paper established Yang Sheng Company's competency model for top and senior managers, mainly including the following aspects: (1) the concept skill, involving the vision to build capacity, marketing capacity, political capacity, decision-making power , cognitive ability, learning ability, planning ability, adaptability, capability to response to the future changes.(2)interpersonal skills, involving interpersonal communication skills, leadership, coordination of power, influence, and problem-solving ability, motivation and commitment. (3) Professional skill, involving the implementation of force and professional competence. Then, the paper summarizes the safeguards measurements of implementation of the training system. Finally, the research makes a conclusion about the main findings、research features and deficiencies.
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