联系我们

论文查询结果	返回搜索

论文编号：	2118
作者编号：	2120051905
上传时间：	2010/4/28 11:03:41
中文题目：	基于胜任力的人力资源管理体系构建研究
英文题目：	Competency, Competency Model, Human Resource Management
指导老师：	李新建
中文关键字：	胜任力 胜任力模型 人力资源管理模式
英文关键字：	Competency, Competency Model, Human Resource Management
中文摘要：	回顾企业管理历史，随着环境的不断变化，各个时代均产生了具有代表性的理论。比如20世纪80年代的“品质管理”、90年代的“企业流程再造”等。而今，在环境日趋复杂和难以预测，市场和技术不断更新，工作内容、性质和职责边界等方面都发生巨大的变化的情况下，企业为提高市场反应能力、增强企业整体竞争能力，趋向于采用扁平化、弹性化、网络化和虚拟化的柔性组织结构。面对急剧变化的组织内外部环境，传统人力资源管理模式逐渐显露出其固有的弊端，新的模式研究非常必要。 1970年，美国学者麦克利兰首次提出“胜任力”(Competency)概念，为构建新的人力资源管理模式提供了全新的方法和视角。他在《测验胜任力而不是测验智力》(Testing for Competence rather than for Intelligence)一文中主张产生高绩效的原因并不是智力(IQ)的高低，而是来自深层的动机与性格，并倡导采用胜任力模型设计取代智力测验作为预测未来工作绩效的方法。而后随着胜任力研究的不断深入、成熟，胜任力方法在西方国家掀起应用的探索热潮。从20世纪90年代至今，以美国为代表的“基于职务”的管理模式以及以日本为代表的“年功序列制”管理模式相继朝着“基于胜任力”的方向转变。欧美和日本的先进企业，纷纷引入胜任力方法，并将其视为新的绩效指标。在中国，学者们对于胜任力的研究起步于上个世纪末，并取得了一定的成果。 在此背景下，文章首先梳理胜任力的相关理论。包括胜任力概念的思想与实践渊源，胜任力概念的界定、内容、分类，以及胜任力的识别与模型构建等等内容，并探讨了人力资源管理模式的发展趋势。 其次，利用胜任力这一新的工具构建人力资源管理体系，并力图实现其职能板块间的有效联动。还探讨了基于胜任力的人力资源管理体系与传统的管理体系之间的区别、联系及其应用限制。 最后，本研究希望通过作者在BCL物资配送公司构建中层管理岗位胜任力模型、并应用于公司的人力资源管理体系的实践经历，能够丰富理论框架，并在胜任力的应用方面起到一定的指导作用。
英文摘要：	Reviewing the history of Business Administration, there is always a representative theory in every age, such as "Quality Control" in 1980s, "Business Process Re-engineering" in 1990s and so on. Nowadays, the environment tends to be more complicated and inconstant, technology, market, the content and function of the work are updated more often. In order to improve the ability of reacting towards the market and the core competency, enterprises adopt the structure of organization tends towards flat, virtual, and flexible to make it more agile, adaptive. Flat and flexible structure is propitious to communicate and share the knowledge and information, meanwhile, it bring out new questions to human resource management, it is necessary to develop a new human resource management model. The competency theory was first brought forward by McClelland in the early 1970s, which provided a new method and sight to establish a new human resource management model. In the article of "Testing for Competence rather than for Intelligence", he figured that the reason for high performance was not Intelligence Quotient(IQ), but the motivation and character of an individual. He proposed to apply competency model to predict future performance instead of intelligence test. From then on, as research progressed, competency application set off a renaissance in western countries. From 1990s, the "Job-based HRM" which USA is the chief representative, and "Seniority -oriented system" which Japan is the chief representative, they all went to "Competency-based HRM", Euramerican and Japanese enterprises adopted Competency-based HRM in succession, and made competency as their new index in performance management. In addition, in the end of last century, experts and scholars in our country also started the research on the model of the human resource management based on competency and many innovative achievements have been made. Against this major background, this paper wishes to be a useful supplement to the theory study on competency, and to play an instructive role for the enterprises through working experience in BCL. Firstly, this paper summarizes the theories on competency, including proposing of the concept, the definition, content, classification of competency, identification of competence, the establishing of competency model and the direction of development of HRM model. Secondly, this paper wishes to establish a competency-based HRM, and made it effect operative compatibility between different function of HRM. This paper also compares the competency-based HRM with the traditional one, and investigates the limits of the new method. At the end of this paper, through the experiences—establishing competency model for the middle level managers in BCL, and applying the model to HRM system—the paper wishes to enrich the framework of competency-based HRM, and play an instructive role for competency application.
查看全文：	预览  下载(下载需要进行登录)