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重庆大学硕士学位论文JS公司岗位胜任力模型构建研究姓名：司文申请学位级别：硕士专业：工商管理指导教师：冯明20060301IJS()JSJSJSJSIIABSTRACTInthenewtrendofenterprise’scompetitionandcontinuousdevelopment,therebuildingandenforcingofthecoreenterprisecompetitiveabilitynotonlydependsonthecapitalandtechnology,what’smoreimportantisthehumanresourcecapital,i.e.theintegratefaculties’situationandleveloftheorganization.Builtthehumanresourcemanagementsystemoforganizationmustkeeptothedevelopmentstrategyofenterprise,meetingthebothneedsoftheenterpriseandemployees.Therefore,thebuiltandapplianceofthepostcompetencyhaveattractedmoreandmoreattentionfromhumanresourcesexpertsandorganizationalbehaviorspecialists.Thisdissertationismadeupofthreeparts.Asthefirstpartofthispaper,theresearchersummarizedtheoriesoncompetencyanditsmodels,anddiscussedtheorigin,definition,researchmethodologyandstructureofcompetency,andthengavearetrospectoftheresearchfindingsandthelatestresearchfocusespertainingtocompetencybothhomeandabroad,anddefinedtheconceptionofpostcompetencybasedonthis.Asthesecondpartofthisdissertationtheresearcherselectedthestaffinthekeypost,includingsenior,middle-levelandlow-levelmanagersassubjectsfromJSCompany,astate-ownedindustry.BehaviorEventsInterview(BEI)andquestionnaireshavebeenusedtobuildthepostcompetencymodelofJSCompanywithculturebackgrounduniquetothestate-ownedenterprises.Thismodelisconsistedofthreelays.Thefirstlayisfoundation,whichiscompanycompetency;thesecondlayismiddle-level,whichisdepartmentcompetency;andthethirdlayisthetoplevel,whichisthepostcompetency.Everylayincludesknowledge,competency,andprofessionaldiathesis.Appraisalgradeofeverycompetencycriterionhavebeenassessedbythespecialist,andweightfactorestimationhasbeenusedtoevaluatetheweightofcompetencycriterion.Bothquantitativeandqualitativemethodshavebeenappliedtoanalyzetherelatedmaterials.Asthethirdpartofthisdissertation,theresearcherexpoundedapplicationofthepostcompetencymodelinthehumanresourcemanagementsystemofJSCompany.CombiningthefactoftheJSCompany,thispaperstatedsomehandicapwhileapplyingthepostcompetencymodel,andgavesomeideastoimproveonthismodel.Thispaperaimstoputforwardabrand-newmethodforthetheoreticalresearchofIIIpostcompetency.Atsametimeitisafearlessandusefulexperimentofapplyinganddevelopingcompetency.Keywords:competency,competencymodels,postcompetency111()JSJS12JS2/32/2.1Taylor(ManagementCompetenciesMovement)[1]Taylor192060701973McClelland(TestingforCompetencyRatherThanIntelligence”)[2](OperantThoughtPatterns)McClelland(BehaviorEventsInterview,BEI)2/4Mcber&Company(HayGroupHay-Mcber)McClelland2.2(Chappell,1996)CompetenceCompetencyMcClelland(1973)TestingforCompetenceratherthanfor‘Intelligence’”Competence()competency()Spencer(1993)[3](Competenceatwork:Modelsforsuperiorperformance)competence,HylandBoyatziscompetence(competencies)competency(competencies)BermancompetencecompetencycompetencecompetencyMcClelland(2001)CompetenceVS.competencycompetencecompetency/&(Zemke,1982)(McClelland1973)(2/5(Boyatzis,1982)(Fleishman,Wetrongen,Uhlman,&Marshall-Mies,1995)(Mirabile,1997)(Green,1999)Spencer(1993)()----(BehavioralCharacteristics)()()()()()()competence/competencescompetency/competencies2.3McClelland2/6(CompetenceModel)()(ThresholdCompetence)(DifferentiatingCompetence)2.12.1Figure2.1CompetencyFrameSketchMapSpencer()2/7McCllelland(1993)2.4/(Pearson)::(scope)(quality);[4].2.4.170(Huston)CBTE(competence-basedtrainingandeducation)2/816:;;;()2.4.2(McClelland.D.C)(RichardBoyatzis)(LyleM.Spencer)TOWERPERRINS:.2/9(McClelland)()112.4.3(performance)(Chomsky)2.52.5.1(BEI)McClelland(BehavioralEventInterview,BEI)2.5.2McberHAY-Mcber2/102.5.3PatricaMclagan2.5.4(Rothwell,Prescott,andTaylor,1998)2.6[5]2.6.12/11()2.6.2(InterpretativeApproaches)Sandberg(2000)(PhenomenoFigurey)Volv2/122.7/2.7.1/Boyatzis(1982)12412000216()()()()()()PavettIau(1983)Yukl[6]CarlessAllwood(1997)Mount(1998)(PersonnelDecisionInc.PDI)250BrayAT&THaySpencerandSpencer2/131983216()2.7.2/1990(theHongKongandShanghaiBankingCorporation,theRoyalHongKongJockeyClubJardinePacificLimited)90(theManagementDevelopmentCenterofHongKong,MDC())302000MDI11()551220105033BEI2/1420()18[7]2/152.8/2.8.1//(competencymodel)[8]()//2.8.2()()(PAQ)(FJA)(BehavioreventinterviewBEI)2/16Montana2000Montana2/172.2Figure2.2BuildingCompetencyModelFlow()2.8.36-102/18——————————()2/19Steinberg“”“”“”()2/202.8.4“”“”“”“”“”“”“——”2/21(BEI)“”“”“”;“”2/22Competency“”“”2.8.52/232.92.32.3Figure2.3EmployeeCompetencySketchMap1232.31232/2432533.13.23.31)2)(BEI)BEI3263.43.4.13.4.2JSJS4JS274JS4.1JS4.1.1JSJSJS()1.32401994JSS-96JSS-120ERPTS1694934.1.2JS4.1Table4.1SpecificationStructureAnalysisTable179711143367(%)49193111004.2Table4.2AgeStructureAnalysisTable2526353645451241517616367(%)34412141004JS284.3Table4.3ProfessionalTechnologySpecificationAnalysisTable202644277367(%)5712761001-2.3.3.384.08%()()()1-692.72%1-672.11%0.61%1-618210.91%1-698.83%98.35%99.95%99.10%4JS294.24.2.1()4JS304.2.288()58121620228770120TS16949()QS()()()()()()4JS31()577()8()2()()284JS32JS()JS4.1JSFigure4.1JSCompanyPostCompetencyModelFrameJS121212121212JS4JS331)a.(