联系我们

论文查询结果	返回搜索

论文编号：	2984
作者编号：	2220070955
上传时间：	2011/3/29 10:09:38
中文题目：	通信行业中层领导干部胜任力特征研究
英文题目：	Research on the Middle Management Competency Model of Communication Industry
指导老师：	齐善鸿
中文关键字：	关键词： 通信行业 中层领导人员 胜任力
英文关键字：	Key words：Communication Industry， Middle-level manager， Competence
中文摘要：	摘要 对于通信企业来说，核心竞争力在哪里？如何获得并不断提高核心竞争力。这些问题是企业高管和专家们共同关注的问题。通信行业作为国内一支活跃的生产力量，随着行业不断发展和3G时代的到来，使得通信行业在资源、业务、市场等诸多层面发生了变化， 产品呈现差异化、多样化和互动性特点， 客户的需求呈现更鲜明的个性化特点， 随之整个通信行业将出现新的价值创造模式，新的产业生态链，新的产品形式和新的销售渠道与销售模式， 相应的对人的要求也越来越高。与3G相适应的人的能力素质问题已经成为了通信企业能否继续保持其核心竞争优势、应对市场变革的首要和关键问题。作为一个企业的中坚力量，通信行业中层领导干部的胜任力将会影响企业的竞争力和执行力，同时影响客户对运营商的满意度和忠诚度。 胜任力是20世纪70年代初期兴起于美国的一个管理概念，用来表述个体在某个岗位上将会取得优秀绩效的潜在特征。本研究选取了通信行业中层领导干部为研究对象进行实证性的探索研究，从理论和实证相结合的角度，通过对胜任力的概念起源、基本内容的阐述，以及胜任力模型的构建方法的介绍，基于文献分析、问卷调查、专家小组访谈、行为事件访谈等方法，探讨了通信行业中层领导干部要带领团队取得优秀业绩需要具备哪些胜任力，建立了相应的胜任力模型，并从培训角度出发，探讨了胜任力模型在人力资源管理实操过程中的应用方法和应用效果。 论文分为六个部分。 第一部分为引言部分。从研究背景出发，提出整个研究的问题，并对研究的目的、意义和创新点进行了概括性说明。 第二部分为理论综述。从研究背景、胜任力的概念起源、概念变迁、基本内容以及胜任力模型的基本内容、构建方法几个方面进行了阐述，并通过对以往研究的分析引出了后续研究的切入点。 第三部分重点介绍了本研究中用到的各种方法及研究思路。 第四部分为胜任力模型构建部分。通过对30位中层领导干部的行为事件访谈及166名领导干部的问卷调查，得到通信行业中层领导干部的胜任力模型，并对模型的信效度进行了检验。 第五部分为胜任力模型的应用部分。通过将通信行业中层领导干部胜任力模型设计成量表并进行施测，得到了有一定实践意义的应用结论。 第六部分为讨论和结论部分，总结了本研究的结论、收获和不足，并对研究的前景进行了展望。 通过研究发现，通信行业领导干部的胜任力模型可以初步分为自我完善、人员发展、业务管理三大维度，12个胜任力子项： 坚持原则、影响他人、承受压力、关注员工、发展下属、关系构建、团队建设、前瞻性、成就导向、有效决策、推进变革、大局观。通过相关信效度检验，发现该模型具备较好的信度和效度，并能够在很大程度上预测中层领导干部的年度绩效。 本研究主要采用问卷调查、专家小组访谈和行为事件访谈相结合的方式构建中层领导干部胜任力模型，说明结合采用多种数据收集方法，发挥不同方法的特点，可以得到比较可靠且比较有效的胜任特征模型，这是对胜任特征模型构建方法的再一次验证。 另外，本研究作为对通信行业中层领导干部胜任力模型的探索，获得的研究结果对通信行业中层领导干部的人力资源开发工作提供了一定的实证依据，该结论对中层领导干部的招聘选拔、培训开发、绩效管理以及生涯设计等人力资源开发活动有重要的应用价值。具有重要的应用价值。 本研究作为对通信行业中层领导干部特征模型的探索，希望可以引起更多学者对我国通信行业人力资源管理的关注；同时也希望我国通信行业内的各种机构能够充分认识到胜任力模型对人力资源管理工作的基础性作用，积极进行以此为基础的人力资源管理系统的思考与设计，共同为促进胜任力模型研究的理论发展与提高通信业人力资源管理水平而努力。 总之，本研究系统地阐述了胜任力及胜任力模型的概念及理论发展，对以往的相关研究成果进行了系统化梳理，构建基于胜任力的，建立了通信行业中层领导干部模型，并创新性地运用胜任力理论对人力资源管理培训模块进行了分析与应用，对将胜任力模型具体应用于人力资源管理具有实践意义。
英文摘要：	Abstract What is core competency of the enterprise? How does the enterprise gain its competition? And how does the enterprise obtain the growth opportunity? It has been an endless debatable topic between fields of enterprise and academic. Telecommunication is the most active power in telecom industry. In this market， the requirement of customers becomes more various and more individual. The competency of the middle management is able to affect executive ability of the enterprise， and executive ability of the enterprise. It also will strongly influence the customers’ satisfactory and loyalty through their competence and their service quality. Competency research began in the early 1970’s in U.S.A. Most of researchers agree that competencies are enduring traits or characteristics that help determine excellent job performance. According to research on the origin of competency， the description of basic content， and introduction to the constructing method to competency， model， on basis of analysis of articles， survey ， survey of expert group and BEI， in this paper I construct the model of competency of middle lever leaders in telecommunicate field and have a simple analysis on application. The thesis has 6 parts， Take the research background as a start point, I brings forward this topic in the first part. And also I explain the research purpose, significance and innovation briefly. The second part of the problem， I described the research the concept of competence origin， the concept of change， the basic content and elements of competency model， several aspects of the construction method， and through analysis of past research presented in this study. The third part focuses on the various methods used in research and research ideas. The fourth part is about competency modeling. By taking the behavioral event interviews with 30 middle leaders and 166 surveys of leading cadres， I get competency model in the telecommunications field and test this model of reliability and validity. The fifth part is the application of part of the competency model. By testing this issue of mid-level leading cadres’ communications industry competency model， I draw practical significant conclusions. The sixth part is the discussion and conclusion， summed up the significance of this study and the lack of research and prospect. In this research， according to the competence theory and the theory of human resources management， we find the competency model of management can be divided into three parts: self-perfection， people-development， and business-management. The competency model can be divided into twelve small parts: insist principle， influence others， enjoying pressure， focus employee， etc.al. The competency of employee is able to affect executive ability of the enterprise， and executive ability of the enterprise would influence the competition of the enterprise. Therefore， this study is started from the document study and comparative study of competency model and the application in human resource management. We described research background， its significance and our study purpose. The frequencies of competencies distinguish between the group of excellent management and the group of ordinary management. In addition， be regards as a exploring of the middle management competency model， the result provide basis we gave a review to the developing history about competence and the information about the competency model. Moreover， we discussed how the model functioned in human resources management. In a word， the research elaborates the theory of competency and competency model. The innovation is that we discuss the application of the competency model respectively for human resource management including staff selection， training management， performance management and salary management. After systemizing the previous studying， we built the framework model for the activities of human resource management based on competence concept. We applied competency model to a specific company and achieved its practical significance.
查看全文：	预览  下载(下载需要进行登录)