能力模型若干问题研究

【作者】 宋洁；

【导师】 张新民；

【作者基本信息】 对外经济贸易大学 ， 企业管理， 2002， 硕士

【摘要】 核心竞争力是企业在激烈竞争中的制胜之道，是持续竞争优势的源泉。核心竞争力的实现需要与企业战略相联系的人力资源战略及人力资源管理实践的支持作用。越来越多的中国企业开始认识到塑造核心竞争力的重要性，但因其人力资源管理体系的不完善，导致了企业核心竞争力的降低。本文采用理论与案例分析相结合的方法，在近年来管理研究及先进跨国公司的管理实践的基础上，探讨一种新的人力资源管理解决方案和模式——能力模型，这种新的管理模式把企业战略与人力资源战略相结合，将核心竞争力溶入到贯彻与实施人力资源战略的各项实践中，使企业的竞争优势得以实现。本文共分三部分。第一部分通过对核心竞争力在企业战略中的地位及作用的论述，提出能力模型的新思路和新方法；第二部分着重论述能力模型的构成与建立。企业根据自己的战略需要制定出一系列适合本企业发展的理想的能力状况，并以此作为人力资源规划、人才招募与选拔、员工培训与发展、薪酬与奖励政策、绩效管理及企业文化与沟通战略的依据，这就是对企业战略至关重要的“能力模型”。企业要建立一个行之有效的能力模型，必须与其战略紧密联系，并对企业战略所需要的能力进行均衡地评估与明确地界定。而且能力模型因企而异，不可生搬硬套；第三部分着重论述了能力模型实施的两个主要环节：一是根据企业战略提出核心能力需求并制定相应的人力资源战略，这是能力模型把企业战略与人力资源战略相结合的过程，也是能力的确认过程；二是根据人力资源战略进行各项人力资源管理实践，这是能力模型通过各项人力资源管理实践去实施企业战略的过程，也是能力的开发、发展和转移成企业绩效的过程。本文还强调了企业实施能力模型的三个原则：与企业战略相结合的一致性原则、员工的参与与敬业度原则及考核原则。最后，本文提出实施能力模型应与变革的环境与战略保持一致，注意企业文化的影响以及得到企业领导的认同与推动。更多还原

【Abstract】 The core competence of the corporation is the key factor of success in the severe competition and the source of sustainable competitive advantage of the company. The realization of core competence relies on the support of human resources (HR) strategy aligned with the company strategy and HR management practices. More and more Chinese enterprises begin to understand the importance of forming core competence of the corporation. Unfortunately, their inferior management system of HR leads to degradation of the core competence.By combining theory study and case study, this paper is aimed to explore a new model and solution of HR management-competencies model-based on recent management theory achievements and practices of top multinationals. Aligning HR strategy with the company strategy, the core competence is merged into HR management practices through this competencies model so as to realize the competitive advantage of the company.This paper consists of three parts. In the first part, a new idea and method - competencies model is introduced through the analysis of the position and role of the core competence in the company strategy. The main content of the second part is the constitution and the establishment of competencies model. According to the requirements of the company strategy, a series of ideal competencies, namely competencies model is formed and as the bases for HR planning, personnel recruitment, training and development, rewarding policy, performance management, culture and communication strategy etc. Competencies model should be well defined, evaluated and differentiated according to each enterprise’s characteristics. In the third part, two key steps of implementation of competencies model are elucidated. The first step is to form the core competence according to the company strategy and to formulate related HR strategy. It is a process of competencies selection and confirmation as well as alignment of HR strategy with the company strategy through competencies model. The second step is to implement HR strategy so as to achieve the company strategy. It is a process of competencies development and transfer to performance results through HR management practices guided by competencies model. In addition, three principles of implementation of competencies model are emphasized in this paper: the alignment, employee engagement & dedication and consistent evaluation. Finally, competencies model should be adapted to environment and strategy change. It is also influenced by corporation culture and should be accepted and strongly supported by the management.更多还原