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论文编号：	6585
作者编号：	2120122701
上传时间：	2014/6/20 14:01:28
中文题目：	A医药集团研究院科研人员胜任力模型研究
英文题目：	Research on building a competency model for R&D staff in A Medical Group
指导老师：	崔勋
中文关键字：	胜任力模型;知识技能要求;素质要求;应用
英文关键字：	Competency Model; Surface knowledge and skill competencies; Core personalities; Application
中文摘要：	医药产业是关系国计民生的重要产业，近年来越来越受到人们的重视。A医药集团是我国领先的医药生产及研发企业，作为上市公司，A医药集团曾多次入选"上证 180指数"和"央视财经 50"样本公司，以其完善规范的信息披露和获得国际管理金奖的矩阵式项目管理方式成为国内同行业中的佼佼者。2012年A 集团被评为最具投资价值的医药上市公司。这样一个明星级的医药上市公司在人力资源管理方面会遇到何种困境，管理当局又将如何解决呢？本文将深入分析A医药集团核心单位“研究院”的人力资源管理现状，并试图基于胜任力模型的理论对研究院科研人员的胜任力素质进行分析和提炼总结，构建胜任力模型。笔者选择科研人员这一群体是基于对A医药集团战略的分析和实地调研并深入进行工作分析后的考虑。 A医药集团研究院科研人员的胜任力模型分为两部分，第一部分知识和技能要求主要借鉴研究院已有的人力资源管理制度中对科研人员学历、经验、工作要求、岗位职责等方面的要求归纳总结而成，共有三个知识技能要求；第二部分是此次模型构建的核心，通过经典素质模型构建方法，采用行为事件访谈的方式，挖掘决定科研人员绩效表现的内在素质，共有七个素质要求。整个胜任力模型的十个要求按照科研人员的职类和职级划分出各类标准，并进行模型验证和试应用。确保胜任力模型的有效和适用性。基于胜任力模型的人力资源管理是将招聘、培训、薪酬、绩效等各个模块系统连接、相辅相成的统一管理体系。通过挖掘企业对员工的内在素质要求，企业可以在招聘环节进行有效筛选，将符合企业文化和素质能力要求的员工吸纳入组织，并至少确保入职员工具备企业要求的内在素质要求。在培训环节为员工提供符合各自职业发展需要的有针对性的课程，并着眼于表象素质和浅层内在素质的培训。将薪酬体系和绩效考核标准与素质要素标准相结合，从内在激励的角度激发员工的工作自主性和积极性，营造良好的科研创新氛围。通过胜任力模型的构建使企业改变难觅人才的被动局面，在企业内部培养造就所需人才，实现企业与员工的双赢，构建学习型组织。
英文摘要：	The Pharmaceutical industry plays a key role in people's daily lives and is gaining more and more attention nowadays. A Medical Group is the leading pharmaceutical manufacturing and R & D enterprise in China. As a listed company, A Medical Group has been selected as the "SSE 180" and "CCTV Financial 50" company several times. It is known for its clear information disclosure in the stock market and was awarded a gold medal for its project management system in an international management competition. In 2012, A Medical Group was rated as the most valuable company among all the listed pharmaceutical companies. In terms of human resources management, we wonder what kind of difficulties this well-known pharmaceutical company will encounter and how the authorities will tackle with these problems. In order to write this thesis, detailed analysis was conducted based on the current human resources management of the "Research Institute" ---- a core unit of A Medical Group. A competency model which is derived from the competency theory will be made through interviews and discussions. A Medical Group put great emphasis on innovation and research, therefore the topic was chosen to build a competency model for its R&D staff. The competency model for R&D staff in A Medical Group was divided into two parts. The first part focused on requirements of their superficial knowledge and skills. By modifying the original requirements listed on the human resources management regulations and considering the current realities, this part includes three requirements which are information investigation ability, professional knowledge and experimental skills and overall Chinese and English language skills. The second part is the most important part of this thesis. By using the classical method of building competency model, seven traits-and-motive requirements were announced. All of the ten requirements were built based on the behavior event interviews carried out by human resources experts and medical industry experts. The model was then categorized into different ranks and professions so that A Medical Group can use it in its daily human resources management, thus making the management a sound system with every module interacting and compensating each other. By integrating this competency model into its human resource management, A Medical Group can do a better job of recruiting, training and evaluating research staff. Meanwhile, by figuring out the inner values of the excellent performers, it will be easy to provide more useful training courses so that research staff would have the initiative for self-improvement as well as reaching the company’s targets. It’s a win-win situation and a vital way to make A Medical Group a learning organization.
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