基于优化配置方法的能力模型及其信息系统研究
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摘要
知识经济时代,知识逐渐成为项目管理活动中最重要的资源,人对知识的掌握与应用及其由此带来的项目发展更突显了人在项目管理活动中的地位与作用,项目管理人员能力也日渐成为项目核心竞争力的重要因素。通过能力的培养,不仅可以实现员工职业素养、能力等方面在行为表现上的规范化,还能确保员工个人职业发展规划和项目整体发展目标的协调一致,推动项目战略目标的实现。随着国内外对能力模型理论与实践研究的逐渐深入研究,以能力为基础的项目人员管理新模式为项目实施带来了巨大的收益,使项目在激烈的竞争中立于不败之地。因此,对项目管理人员的能力,包括知识、技能、行为、个性、动力等因素与工作绩效间联系的研究受到越来越多的重视,以能力为核心的项目人员管理越来越受到理论界和项目实践的关注。
本文首先分析了能力建模与优化配置的理论基础以及界定能力要素的方法,研究了能力模型的结构与分类,在此基础上深入分析了基于优化配置方法的能力建模基本方法与基本模型,并分析方法和模型的适用范围。根据能力要素相关数据的属性特征,选取合适方法与模型,构建员工能力模型,为后续的能力模型指标体系、权重优化设计、综合评价奠定扎实的理论基础。
其次,本文提出基于主成分分析法、粗糙集、灰色系统理论、聚类分析法及解释结构模型的能力模型指标体系优化设计方法,讨论了不同方法的选择在指标优化设计上的差异,并运用实例进行对比分析以验证其有效性。提出基于层次分析法与熵值法的权重设计方法,进而提出考虑主观偏好的扩展离差最大化权重优化模型,科学合理地为指标赋权值,完善能力模型的评价指标体系构建。在科学完善的能力模型指标体系的基础上,本文采用模糊综合评价法、灰色白化权函数、主成分BP神经网络三种评价方法客观、全面地对人员能力进行评价,进一步基于综合评价结果,从项目整体效益出发,明确岗位配置人员所需要的能力,对员工进行能力优化配置,构建员工能力配置的多目标优化模型,实现能岗匹配,并拓展应用于员工培训、薪酬管理及其他方面管理。
最后,本文还建立了基于能力模型的信息系统,在信息系统的相关理论研究的基础上,通过业务流程与功能需求的描述对系统功能进行分析,在系统设计环节中,基于系统框架结构的构建,重点设计系统整体架构及总体功能,将能力模型的理论与实际应用有效衔接起来,为员工能力管理的理论研究提供新思路、新方法,对项目管理人员能力管理信息化提供理论指导。
In era of knowledge economy, knowledge has gradually become the most important resource in business activities. The mastery and application of knowledge and from this brings enterprise development has highlighted the status and role of the people in the business activities, and the competency of the staff has become important factor for the core competitiveness of enterprises. Through the training of competency, not only can achieve standardized on the behavior of staff professionalism, ability and quality, but also can ensure the coordination of individual employee's career development planning and the overall development strategy of the enterprise, and promote the realization of the corporate strategic objectives. With the gradual depth study of the theory and practice at home and abroad on the competency, the new model of human resources management based on the competency brings enormous benefits to the enterprise, and makes the enterprises stand out in the fierce market competition. Therefore, the study of the link between competency (including the knowledge, skills, behavior, personality, motivation) and job performance of employees has been paid more and more attention, and competency as the core of human resource management has got more and more attention in the field of theorists and corporate practice.
Firstly, the theory of competency modeling and optimization as well as the method of defining competency elements were analyzed in this paper. On the basis of researching the structure and classification of the ability model, the basic method and model based on the optimization and their scope were dissected. According to the characteristics associated with the data about ability elements, the right method and model were selected to establish the staff ability model which gave the theoretical foundation of building the ability model index system, designing the weight optimized and the comprehensive evaluation.
Then, the competency model index system was proposed based on the principal component analysis, rough sets, gray system theory, clustering analysis and interpretation of structural model respectively. The difference of each method in optimizing designing index was compared and analyzed using calculation. On the condition of putting forward the weight design method based on the AHP and Entropy, the weight optimization model of maximization extended deviation considering the subjective preferences was proposed to give the index weight scientifically and rationally. On the basis of the ability model index system, three methods, including the Fuzzy Comprehensive Evaluation Method, Grey Whitening Weight Function and Principal Component BP Neural Network, were used to evaluate the ability of staff objectively and comprehensively. Furthermore, the comprehensive evaluation result was shown in this paper. Based on the result, form the perspective of the enterprise's overall benefit, some management methods were proposed, including clearing the needed ability of staff position, optimizing the ability of staff, building the staff ability distribution multi-objective optimization model to realize the matches between position and staff and salary management.
Finally, the paper also establishes the information system based on competency model. In view of the theoretical research on information system, it analyzes the system functions by means of the description of business processes and functional requirements. In the system design, upon the building of system framework, it focuses the designing of system whole structure and key function interface. All of this can effectively link up with the theory and practical application of competency model to offer a new idea and method for employees'competency management, and provide theoryal guidance on competency management informational.
本文首先分析了能力建模与优化配置的理论基础以及界定能力要素的方法,研究了能力模型的结构与分类,在此基础上深入分析了基于优化配置方法的能力建模基本方法与基本模型,并分析方法和模型的适用范围。根据能力要素相关数据的属性特征,选取合适方法与模型,构建员工能力模型,为后续的能力模型指标体系、权重优化设计、综合评价奠定扎实的理论基础。
其次,本文提出基于主成分分析法、粗糙集、灰色系统理论、聚类分析法及解释结构模型的能力模型指标体系优化设计方法,讨论了不同方法的选择在指标优化设计上的差异,并运用实例进行对比分析以验证其有效性。提出基于层次分析法与熵值法的权重设计方法,进而提出考虑主观偏好的扩展离差最大化权重优化模型,科学合理地为指标赋权值,完善能力模型的评价指标体系构建。在科学完善的能力模型指标体系的基础上,本文采用模糊综合评价法、灰色白化权函数、主成分BP神经网络三种评价方法客观、全面地对人员能力进行评价,进一步基于综合评价结果,从项目整体效益出发,明确岗位配置人员所需要的能力,对员工进行能力优化配置,构建员工能力配置的多目标优化模型,实现能岗匹配,并拓展应用于员工培训、薪酬管理及其他方面管理。
最后,本文还建立了基于能力模型的信息系统,在信息系统的相关理论研究的基础上,通过业务流程与功能需求的描述对系统功能进行分析,在系统设计环节中,基于系统框架结构的构建,重点设计系统整体架构及总体功能,将能力模型的理论与实际应用有效衔接起来,为员工能力管理的理论研究提供新思路、新方法,对项目管理人员能力管理信息化提供理论指导。
In era of knowledge economy, knowledge has gradually become the most important resource in business activities. The mastery and application of knowledge and from this brings enterprise development has highlighted the status and role of the people in the business activities, and the competency of the staff has become important factor for the core competitiveness of enterprises. Through the training of competency, not only can achieve standardized on the behavior of staff professionalism, ability and quality, but also can ensure the coordination of individual employee's career development planning and the overall development strategy of the enterprise, and promote the realization of the corporate strategic objectives. With the gradual depth study of the theory and practice at home and abroad on the competency, the new model of human resources management based on the competency brings enormous benefits to the enterprise, and makes the enterprises stand out in the fierce market competition. Therefore, the study of the link between competency (including the knowledge, skills, behavior, personality, motivation) and job performance of employees has been paid more and more attention, and competency as the core of human resource management has got more and more attention in the field of theorists and corporate practice.
Firstly, the theory of competency modeling and optimization as well as the method of defining competency elements were analyzed in this paper. On the basis of researching the structure and classification of the ability model, the basic method and model based on the optimization and their scope were dissected. According to the characteristics associated with the data about ability elements, the right method and model were selected to establish the staff ability model which gave the theoretical foundation of building the ability model index system, designing the weight optimized and the comprehensive evaluation.
Then, the competency model index system was proposed based on the principal component analysis, rough sets, gray system theory, clustering analysis and interpretation of structural model respectively. The difference of each method in optimizing designing index was compared and analyzed using calculation. On the condition of putting forward the weight design method based on the AHP and Entropy, the weight optimization model of maximization extended deviation considering the subjective preferences was proposed to give the index weight scientifically and rationally. On the basis of the ability model index system, three methods, including the Fuzzy Comprehensive Evaluation Method, Grey Whitening Weight Function and Principal Component BP Neural Network, were used to evaluate the ability of staff objectively and comprehensively. Furthermore, the comprehensive evaluation result was shown in this paper. Based on the result, form the perspective of the enterprise's overall benefit, some management methods were proposed, including clearing the needed ability of staff position, optimizing the ability of staff, building the staff ability distribution multi-objective optimization model to realize the matches between position and staff and salary management.
Finally, the paper also establishes the information system based on competency model. In view of the theoretical research on information system, it analyzes the system functions by means of the description of business processes and functional requirements. In the system design, upon the building of system framework, it focuses the designing of system whole structure and key function interface. All of this can effectively link up with the theory and practical application of competency model to offer a new idea and method for employees'competency management, and provide theoryal guidance on competency management informational.
引文
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