胜任力研究在A物流企业人力资源管理中的应用初探
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摘要
自上世纪70年代初由麦克里兰(McClelland)提出胜任力的概念以来,作为一种可对人力资源管理工作产生巨大推动作用的新理论,胜任力的理论愈来愈受到人们的广泛关注,逐步成为人力资源管理等学科领域的热点研究问题,并在西方得到了广泛的应用。上世纪90年代末胜任力研究被介绍和引入到中国,已有学者展开了不少相关研究,但文献检索结果显示,这些研究普遍还只是集中于文献综述、理论分析或构建通用的胜任力模型方面,而对如何在具体企业的管理实践中展开胜任力研究则关注甚少,这一方面固然与我国本土企业的人力资源实践状况有关,另一方面与文化差异不无关系,胜任力模型在国内企业中应用面临着本土化的问题。鉴于此,本研究通过对A物流企业的实证研究,希望能对在我国企业人力资源管理中应用胜任力研究的可行方法和实现途径做出有益的探索,同时也希望能为我国物流企业人力资源管理引入一些新的思路和方法。本文在引言部分描述了研究背景及研究目的,第一章对胜任力研究进行综述;第二章通过实证研究提出了在A物流企业建立胜任力模型的思路与流程,并以物流分公司经理和物流项目经理为目标岗位,构建了物流管理人员胜任力模型作为验证;第三章第四章和第五章对在A物流企业人力资源管理中应用胜任力研究的可行方法和实现途径进行了深入分析;第六章总结了本次研究的结论,并指出了本次研究的局限和今后的研究方向。
Since the concept of competency was put forward by McClelland in the early 1970s, as a new theory which will have a strong, push effect on the human resources management, competency research is becoming a hotspot in this field bit by bit, and now more and more people pay attention to it. At the end of the 1990s competency theory was introduced to China, and many scholars have kept on studying it. But the result of the literature search turns out that all these researches only focus on the literature summary, the theory analysis as well as the construction of the universal competency model. As for how to carry out the research of th competency in the specific management practice of an enterprise is still blank. This situation is related to the state of China's local enterprises' human resources practice, and cultural differences as well. In view of the the study vacancy, the author hopes to make useful exploration on the feasible ways of the application of the competency model In China's enterprise Human Resource Management through the study of A logistics company, and also hopes to introduce some new ideas and methods of HRM to the logistics enterprise of our country. The whole paper is divided into introduction and six parts. In the introduction of this paper the background and purpose of the study are described; In the first part the literature summary of competency theory is summarized; In the second part, the general idea as for how to apply the research of the competency to A logistics company is put forward, and a management competency is built according to the object posts of logistics branch company manager and logistics project manager; In the third, fourth and fifth part, it analyzes the ways how to apply the competency to the A logistics company human resources management; In the last part, it comes to the conclusion, and the limits of this research as well as the direction of the future research are brought forward.
Since the concept of competency was put forward by McClelland in the early 1970s, as a new theory which will have a strong, push effect on the human resources management, competency research is becoming a hotspot in this field bit by bit, and now more and more people pay attention to it. At the end of the 1990s competency theory was introduced to China, and many scholars have kept on studying it. But the result of the literature search turns out that all these researches only focus on the literature summary, the theory analysis as well as the construction of the universal competency model. As for how to carry out the research of th competency in the specific management practice of an enterprise is still blank. This situation is related to the state of China's local enterprises' human resources practice, and cultural differences as well. In view of the the study vacancy, the author hopes to make useful exploration on the feasible ways of the application of the competency model In China's enterprise Human Resource Management through the study of A logistics company, and also hopes to introduce some new ideas and methods of HRM to the logistics enterprise of our country. The whole paper is divided into introduction and six parts. In the introduction of this paper the background and purpose of the study are described; In the first part the literature summary of competency theory is summarized; In the second part, the general idea as for how to apply the research of the competency to A logistics company is put forward, and a management competency is built according to the object posts of logistics branch company manager and logistics project manager; In the third, fourth and fifth part, it analyzes the ways how to apply the competency to the A logistics company human resources management; In the last part, it comes to the conclusion, and the limits of this research as well as the direction of the future research are brought forward.
引文
1张彩霞,刘晖.能本管理——知识经济时代人力资源管理的新发展.中国人力资源开发研究会第九次会员代表大会暨学术研讨会论文集.2006
2资料来源:陈万思.知识员工胜任力—理论与实践.上海:上海财经大学出版社,2007
7资料来源:刘明菲,李肖钢.价值链基础的物流企业KPI体系构建.物流科技,27(112),2004
8资料来源:据埃森哲(Accenture)为某电力公司所作人力资源咨询项目资料修改而来。
9资料来源:Shippmann J S,Ash K A,Battista M,et al.The practice of competency modeling.Personnel Psychology,2000
10资料来源:Spencer,Competence at work:Models for Superior Performance.New York,John Wiley&Sons,Inc.,1993
11资料来源:陈澄波,赵龙.拨开胜任力模型的迷雾.人力资源,2006(1)
[1]唐志红,肖丕楚,韩文丽.能本管理[M].北京:中国工业出版社,2006.
[2]张彩霞,刘晖,能本管理——知识经济时代人力资源管理的新发展[J].中国人力资源开发研究会第九次会员代表大会暨学术研讨会论文集.2006:433-436.
[3]赵曙明.人力资源管理研究[M].北京:中国人民大学出版社,2001.
[4]Peter Senge.郭进隆译.The Fifth Discipline[M].上海:三联书店,2001.
[5]McClelland.Testing for Competence Rather Than for Intelligence[J].American psychologist,1973,28(1):1-14.
[6]Richard Boyatzis.The Competent Manager[M].San Francisco:Jossey Bass,1982.
[7]Lyle M.Spencer,Sige M.Spencer.魏梅金译.Competence At Work:Models For Superior Performance[M].广东:汕头大学出版社,2003.
[8]朱永新.人力资源管理心理学[M].上海:华东师范大学出版社,2003.
[9]时堪,王继承,李超平.企业高层管理者胜任特征模型评价的研究[J].心理学报,2002,34(3):306-311.
[10]仲理峰,时勘.家族管理者胜任特征模型[J].心理学报,2004,36(1):75-78.
[11]王重鸣,陈民科.管理胜任力特征分析:结构方程模型检验[J].心理科学,2002.25(5):513-515.
[12]Paul C.Green.Building Robust Competencies[M].San Francisco:Jossey-Bass,1999.
[13]陈万思.知识员工胜任力—理论与实践[M].上海:上海财经大学出版社,2007.
[14]廖泉文.人力资源管理[M].北京:高等教育出版社,2003.
[15]陈民科.基于胜任力的职务分析及其应用[J].人类工效学,2002,8(1):23-26.
[16]Lawler E.From job based to competence[J].Journal of organizational Behavior,1994,15(1):3-15.
[17]王强.物流管理人才胜任特征模型的研究现状综述[J].工业技术经济,2006,25(8):105-108.
[18]刘明菲,李肖钢.价值链基础的物流企业KPI体系构建[J].物流科技,2004, 27(112):48-51.
[19]廖泉文,李元勋.搭建胜任素质模型[J].人力资源,2006(15):16-18.
[20]最新版27项能力素质模型.来自:中国人力资源开发网www.chinahrd.net,2005.
[21]彭剑锋,饶征.基于能力的人力资源开发与管理[M].北京:中国人民大学出版社,2003.
[22]David D.Dubois,William J.Rothwell,Deborah Jo King Stern.于广涛等译.Competency—Based Human Resource Management[M].北京:中国人民大学出版社,2006.
[23]乔治.C.桑顿三世.评鉴中心在人力资源管理中的应用[M].上海:复旦大学出版社,2004.
[24]张兰霞,闵琳琳,方永瑞.基于胜任力的人力资源管理模式[J].东北大学学报(社会科学版),2006,8(1):16-19.
[25]Shippmann j S,Ash K A,Battista M,et al.The practice of competency modeling[J].Personnel Psychology,2000,53:703-740.
[26]朱华.基于能力的系统化人力资源实践研究[D].江苏:江苏大学,2005.
[27]王少华.员工素质模型理论与实践研究[D].北京:首都经济贸易大学,2005.
[28]Robert Wood,Tim Payne.Competency-based Recruitment and Selection[M].蓝美贞,姜佩秀译.广东:汕头大学出版社,2003.
[29]林泽炎,王继承.人事测评技术[M].广州:广东经济出版社,2001.
[30]骆方,孟庆茂.不同类型的测评维度对评价中心结构效度的影响研究[J].心理科学,2005,28(6):1437-1439.
[31]樊宏,戴良铁.基于行为素质的结构化面试[J].中国人力资源开发,2004(10):58-61.
[32]张宏云,时勘,杨继锋.360度反馈评价模式—一种新型的管理评价方法[J].中国人力资源开发,2000,126(12),38-40.
[33]马可一.基于技能和胜任力的薪酬计划[J].中国人才,2004(1):72-73.
[34]罗伯特.卡普兰,大卫.诺顿.刘俊勇,孙薇译.平衡记分卡[M].广州:广东经济出版社,2004.
[35]侯奕斌,凌文辁.构建基于胜任力的绩效管理体系[J].商业时代,2006(25):57-58.
[36]周静.如何构建结构化的培训体系[J].人才资源开发,2005(11):72-73.
[37]陈澄波,赵龙.拨开胜任力模型的迷雾[J].人力资源,2006(11):32-33.
[38]Donald L.kirkpatrick,James D.kirkpatrick.奚卫华,林祝君译.如何做好培训评估:柯氏四级评估法(原书第3版).[M].北京:机械工业出版社,2007.
[39]张蕾,许庆瑞.基于能力的知识工作者职业生涯发展研究[J].科学学研究,2004(2):183-189.
2资料来源:陈万思.知识员工胜任力—理论与实践.上海:上海财经大学出版社,2007
7资料来源:刘明菲,李肖钢.价值链基础的物流企业KPI体系构建.物流科技,27(112),2004
8资料来源:据埃森哲(Accenture)为某电力公司所作人力资源咨询项目资料修改而来。
9资料来源:Shippmann J S,Ash K A,Battista M,et al.The practice of competency modeling.Personnel Psychology,2000
10资料来源:Spencer,Competence at work:Models for Superior Performance.New York,John Wiley&Sons,Inc.,1993
11资料来源:陈澄波,赵龙.拨开胜任力模型的迷雾.人力资源,2006(1)
[1]唐志红,肖丕楚,韩文丽.能本管理[M].北京:中国工业出版社,2006.
[2]张彩霞,刘晖,能本管理——知识经济时代人力资源管理的新发展[J].中国人力资源开发研究会第九次会员代表大会暨学术研讨会论文集.2006:433-436.
[3]赵曙明.人力资源管理研究[M].北京:中国人民大学出版社,2001.
[4]Peter Senge.郭进隆译.The Fifth Discipline[M].上海:三联书店,2001.
[5]McClelland.Testing for Competence Rather Than for Intelligence[J].American psychologist,1973,28(1):1-14.
[6]Richard Boyatzis.The Competent Manager[M].San Francisco:Jossey Bass,1982.
[7]Lyle M.Spencer,Sige M.Spencer.魏梅金译.Competence At Work:Models For Superior Performance[M].广东:汕头大学出版社,2003.
[8]朱永新.人力资源管理心理学[M].上海:华东师范大学出版社,2003.
[9]时堪,王继承,李超平.企业高层管理者胜任特征模型评价的研究[J].心理学报,2002,34(3):306-311.
[10]仲理峰,时勘.家族管理者胜任特征模型[J].心理学报,2004,36(1):75-78.
[11]王重鸣,陈民科.管理胜任力特征分析:结构方程模型检验[J].心理科学,2002.25(5):513-515.
[12]Paul C.Green.Building Robust Competencies[M].San Francisco:Jossey-Bass,1999.
[13]陈万思.知识员工胜任力—理论与实践[M].上海:上海财经大学出版社,2007.
[14]廖泉文.人力资源管理[M].北京:高等教育出版社,2003.
[15]陈民科.基于胜任力的职务分析及其应用[J].人类工效学,2002,8(1):23-26.
[16]Lawler E.From job based to competence[J].Journal of organizational Behavior,1994,15(1):3-15.
[17]王强.物流管理人才胜任特征模型的研究现状综述[J].工业技术经济,2006,25(8):105-108.
[18]刘明菲,李肖钢.价值链基础的物流企业KPI体系构建[J].物流科技,2004, 27(112):48-51.
[19]廖泉文,李元勋.搭建胜任素质模型[J].人力资源,2006(15):16-18.
[20]最新版27项能力素质模型.来自:中国人力资源开发网www.chinahrd.net,2005.
[21]彭剑锋,饶征.基于能力的人力资源开发与管理[M].北京:中国人民大学出版社,2003.
[22]David D.Dubois,William J.Rothwell,Deborah Jo King Stern.于广涛等译.Competency—Based Human Resource Management[M].北京:中国人民大学出版社,2006.
[23]乔治.C.桑顿三世.评鉴中心在人力资源管理中的应用[M].上海:复旦大学出版社,2004.
[24]张兰霞,闵琳琳,方永瑞.基于胜任力的人力资源管理模式[J].东北大学学报(社会科学版),2006,8(1):16-19.
[25]Shippmann j S,Ash K A,Battista M,et al.The practice of competency modeling[J].Personnel Psychology,2000,53:703-740.
[26]朱华.基于能力的系统化人力资源实践研究[D].江苏:江苏大学,2005.
[27]王少华.员工素质模型理论与实践研究[D].北京:首都经济贸易大学,2005.
[28]Robert Wood,Tim Payne.Competency-based Recruitment and Selection[M].蓝美贞,姜佩秀译.广东:汕头大学出版社,2003.
[29]林泽炎,王继承.人事测评技术[M].广州:广东经济出版社,2001.
[30]骆方,孟庆茂.不同类型的测评维度对评价中心结构效度的影响研究[J].心理科学,2005,28(6):1437-1439.
[31]樊宏,戴良铁.基于行为素质的结构化面试[J].中国人力资源开发,2004(10):58-61.
[32]张宏云,时勘,杨继锋.360度反馈评价模式—一种新型的管理评价方法[J].中国人力资源开发,2000,126(12),38-40.
[33]马可一.基于技能和胜任力的薪酬计划[J].中国人才,2004(1):72-73.
[34]罗伯特.卡普兰,大卫.诺顿.刘俊勇,孙薇译.平衡记分卡[M].广州:广东经济出版社,2004.
[35]侯奕斌,凌文辁.构建基于胜任力的绩效管理体系[J].商业时代,2006(25):57-58.
[36]周静.如何构建结构化的培训体系[J].人才资源开发,2005(11):72-73.
[37]陈澄波,赵龙.拨开胜任力模型的迷雾[J].人力资源,2006(11):32-33.
[38]Donald L.kirkpatrick,James D.kirkpatrick.奚卫华,林祝君译.如何做好培训评估:柯氏四级评估法(原书第3版).[M].北京:机械工业出版社,2007.
[39]张蕾,许庆瑞.基于能力的知识工作者职业生涯发展研究[J].科学学研究,2004(2):183-189.