基于勝任力模型的科技人員測(cè)評(píng)體系研究——以導(dǎo)航公司為例+企業(yè)變革與組織創(chuàng)新

Error! No text of specified style in document.I基于勝任力模型的科技人員測(cè)評(píng)體系研究以導(dǎo)航公司為例摘 要軍工企業(yè)的現(xiàn)代化與市場(chǎng)化還在不斷深入，這迫切要求軍工企業(yè)提高其現(xiàn)代化管理水平，尤其是人力資源管理水平。軍工企業(yè)是技術(shù)驅(qū)動(dòng)型的，核心技術(shù)是企業(yè)獲得競(jìng)爭(zhēng)優(yōu)勢(shì)的重要來(lái)源。軍工企業(yè)也要面臨市場(chǎng)的激烈競(jìng)爭(zhēng)?？萍脊ぷ髡呤擒姽て髽I(yè)的核心人員，他們開(kāi)發(fā)技術(shù)、使用技術(shù)，進(jìn)行產(chǎn)品、流程的創(chuàng)新，滿足顧客的需求，使得產(chǎn)品價(jià)值得以實(shí)現(xiàn)。將勝任力理論應(yīng)用到軍工企業(yè)科技人員人力資源管理過(guò)程中，對(duì)于提高企業(yè)核心競(jìng)爭(zhēng)力具有重要意義。本文首先通過(guò)檢索國(guó)內(nèi)外有關(guān)的勝任力概念、勝任力構(gòu)建方法、勝任力與人員素質(zhì)測(cè)評(píng)關(guān)系的文獻(xiàn)，并對(duì)相關(guān)研究進(jìn)行梳理，為導(dǎo)航公司科技人員勝任力構(gòu)建奠定理論與方法基礎(chǔ)。同時(shí)，對(duì)基于研發(fā)、技術(shù)等知識(shí)型員工的勝任力的研究進(jìn)行整理，了解科技人員的特點(diǎn)、勝任特征的基本要素。通過(guò)文獻(xiàn)回顧，確定勝任力模型構(gòu)建的方法、步驟、權(quán)重計(jì)算方法，基于測(cè)評(píng)理論分析勝任力測(cè)評(píng)的基本方法，如心理測(cè)驗(yàn)、評(píng)價(jià)中心等。根據(jù)導(dǎo)航公司科技人員人力資源管理的現(xiàn)狀，對(duì)科技人員人力資源管理中存在的問(wèn)題進(jìn)行分析，強(qiáng)調(diào)了勝任力模型構(gòu)建的必要性?；诠緫?zhàn)略與崗位工作內(nèi)容，參考勝任力詞典、相關(guān)研究結(jié)論與邏輯推導(dǎo)方法提取勝任力初始要素，并通過(guò)績(jī)效高低分組獨(dú)立樣本 T 檢驗(yàn)與戰(zhàn)略相關(guān)性對(duì)初始要素進(jìn)行篩選，最終確定了包括能力、知識(shí)與職業(yè)素養(yǎng)的三維 9 要素勝任力模型。通過(guò)層次分析法（AHP）確定了不中國(guó)政法大學(xué)碩士學(xué)位論文 基于勝任力模型的科技人員測(cè)評(píng)體系研究II同要素的相對(duì)權(quán)重，為勝任力模型運(yùn)用奠定基礎(chǔ)?；陂_(kāi)發(fā)的勝任力模型，以導(dǎo)航公司科技人員的招聘與選拔為例，探討了如何對(duì)勝任力模型進(jìn)行測(cè)量以及如何應(yīng)用于人才測(cè)評(píng)，并提出了在具體的基于勝任力測(cè)評(píng)過(guò)程中應(yīng)該注意的問(wèn)題，例如人員測(cè)與評(píng)的分離。最后，總結(jié)了本文的研究結(jié)論，從研究對(duì)象、研究方法、成果應(yīng)用等角度探討了本文的研究局限，并提出了未來(lái)研究方向。關(guān)鍵詞：勝任力；人才測(cè)評(píng)體系；科技人員Error! No text of specified style in document.IIISTUDY ON TECHNOLOGY TALENT EVALUATION SYSTEM BASED ON THE COMPETENCY MODELAN EXAMPLE OF NAVIGATION COMPANYABSTRACTMilitary enterprise modernization and marketization is also in going unceasingly, how to improve the management level of military industrial enterprises and establish a perfect modern enterprise management system is still one of the core problems in the present reform of state-owned enterprises. Military enterprise is driven mainly by technology; technology is an important source of enterprise to gain competitive advantage. Military enterprise will face the fierce market competition. Technology personnel are the core workers of the military enterprise. They develop technology, use technology and perform product and process innovation in order to meet the needs of customers, making the product value come true. Applying competency theory to the process of human resource management of scientific and technological personnel is of great significance for the improvement of enterprise core competitiveness.This paper retrieved the literatures related to the competency concept, construction method, and the relationship between competence and personnel assessment and carded the related research in order to build a theory and method basis to establish competency model for navigation company. At the same time, the paper summed up the related researches concerned with technology and other knowledge staff and made a good understanding about the characteristics of scientific and technological personnel, the basic elements of competence characteristics. After literature 中國(guó)政法大學(xué)碩士學(xué)位論文 基于勝任力模型的科技人員測(cè)評(píng)體系研究IVreview, we determined the methods and steps of constructing competency model, the weight calculation method, the basic methods of competency assessment, such as psychological test and evaluation center, etc.According to the situation of human resource management of scientific and technological personnel of Navigation Company, we analyzed the existing problems and emphasized the necessity of constructing competency model. Based on company strategy and working content, referring to the competency dictionary, related research conclusions and logical deduction method to extract competency initial elements, and filtered the factors through independent sample t-test according to the performance. The final competency model included ability, knowledge and professional quality dimensions consisting of 9 elements. Through the analytic hierarchy process (AHP), we determined the relative weights of different factors, laying the groundwork for competency model manipulation. Based on the developed the competency model, we take how to recruit employees for example to display how to measure the competency model and how to applied to the assessment, and put forward the specific problems that should be noticed in the process of the measurement based on competency, such as separation of the surveying and evaluation personnel.Finally, we summarized the research conclusion of this article, and discussed the research limitations from the object of study, research methods and application of results angles and put forward the future research directions.KEY WORDS: competence; talent assessment system; scientific and technological personnelError! No text of specified style in document.1目 錄第一章 緒論 .1一、研究背景 .1二、研究目的與思路 .2（一）研究目的 .2（二）研究思路 .3三、研究方法 .4四、研究創(chuàng)新點(diǎn) .5（一）研究?jī)?nèi)容 .5（二）研究對(duì)象 .5第二章 相關(guān)概念和文獻(xiàn)綜述 .6一、勝任力模型 .6（一）勝任力模型的概念 .6（二）勝任力模型構(gòu)成要素 .8（三）勝任力模型的用途 .8二、勝任力模型構(gòu)建 .9（一）勝任要素的提取方法 .9（二）勝任要素的權(quán)重分配方法 .10三、相關(guān)文獻(xiàn)綜述 .10（一）國(guó)外研究現(xiàn)狀 .10（二）國(guó)內(nèi)研究現(xiàn)狀 .12中國(guó)政法大學(xué)碩士學(xué)位論文 基于勝任力模型的科技人員測(cè)評(píng)體系研究2第三章 導(dǎo)航公司科技人員測(cè)評(píng)現(xiàn)狀及問(wèn)題 .14一、導(dǎo)航公司發(fā)展概況 .14（一）導(dǎo)航公司簡(jiǎn)介 .14（二）導(dǎo)航公司業(yè)務(wù)類型 .15（三）導(dǎo)航公司科技人員人力資源狀況 .15（四）導(dǎo)航公司科技人員的特點(diǎn) .18二、導(dǎo)航公司科技人員管理中的問(wèn)題 .18（一）招聘依據(jù)與流程不合理 .18（二）職業(yè)生涯管理無(wú)序，人員配置不合理 .19（三）培訓(xùn)需求分析針對(duì)性不足 .19（四）績(jī)效管理標(biāo)準(zhǔn)、評(píng)價(jià)主觀化 .19三、導(dǎo)航公司科技人員測(cè)評(píng)中的問(wèn)題 .19（一）測(cè)評(píng)工具選擇中的問(wèn)題 .20（二）測(cè)評(píng)工具使用中的問(wèn)題 .20（三）測(cè)評(píng)結(jié)果解讀中的問(wèn)題 .21（四）測(cè)評(píng)結(jié)果應(yīng)用中的問(wèn)題 .21第四章 導(dǎo)航公司科技人員勝任力模型構(gòu)建 .22一、勝任力模型在科技人員測(cè)評(píng)中的應(yīng)用價(jià)值 .22（一）勝任力模型與科技人員招聘、甄選 .22（二）勝任力模型與科技人員績(jī)效管理 .22（三）勝任力模型與科技人員職業(yè)生涯規(guī)劃 .23二、導(dǎo)航公司科技人員勝任力模型構(gòu)建過(guò)程 .23Error! No text of specified style in document.3（一）明確導(dǎo)航公司的戰(zhàn)略目標(biāo) .23（二）確定勝任力模型核心崗位 .24（三）界定績(jī)效優(yōu)劣的標(biāo)準(zhǔn) .24（四）初始勝任要素的提取 .25（五）勝任要素的篩選與剔除 .25（六）勝任要素的定義與等級(jí)描述 .28（七）勝任力模型要素權(quán)重確定 .28第五章 基于勝任力模型的導(dǎo)航公司科技人員測(cè)評(píng)體系 .32一、勝任力模型與測(cè)評(píng)結(jié)合的理論基礎(chǔ) .32（一）人員測(cè)評(píng) .32（二）人員測(cè)評(píng)技術(shù)與勝任力的對(duì)應(yīng)關(guān)系 .33二、基于勝任力模型科技人員測(cè)評(píng)體系的應(yīng)用 .35（一）構(gòu)建基于勝任力的科技人員招聘與評(píng)價(jià)標(biāo)準(zhǔn) .35（二）建立基于勝任力的任職資格體系，優(yōu)化人員配置 .36（三）定期進(jìn)行勝任力評(píng)定，提高培訓(xùn)需求分析的針對(duì)性 .37三、勝任力測(cè)評(píng)中的注意事項(xiàng) .37（一）分類分時(shí)確定勝任力要素權(quán)重 .38（二）區(qū)分勝任力要素的測(cè)與評(píng) .38（三）加強(qiáng)科技人員測(cè)評(píng)題庫(kù)建設(shè) .38第六章 研究結(jié)論與展望 .39一、研究結(jié)論 .39二、不足與展望 .39中國(guó)政法大學(xué)碩士學(xué)位論文 基于勝任力模型的科技人員測(cè)評(píng)體系研究4參考文獻(xiàn) .40附 錄 .44 Error! No text of specified style in document.5圖 表 目 錄圖 1 研究思路 .4圖 2 科技人員崗位等級(jí)分布情況 .15圖 3 應(yīng)屆生來(lái)源百分比 .16圖 4 科技人