SY公司中层管理者基于胜任力模型的绩效评估应用
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摘要
胜任力模型是近年来,随着我国人力资源管理理论和实践能力的不断提高而提出的一个全新的概念,现今已成为许多跨国公司、集团公司乃至民营企业在人力资源管理中重点研究领域之一。基于胜任力模型的人力资源管理研究在人员选拔、任用以及培训方面都有所涉足,但是基于该模型的绩效评估应用在现代企业中的运用并不多。
本文的研究目的是,在对胜任力模型及绩效评估的相关理论进行论述的基础上,通过对于这些理论的整合,并将其应用到SY公司绩效评估的实务当中,以此来为现代企业基于胜任力模型的绩效评估应用提供实践基础。论文主要研究工作和成果如下:
1、针对目前胜任力及其模型、绩效评估理论以演绎、对比等方法进行阐述,发展了以基于胜任力模型的绩效评估思想,对企业实施发展战略具有指导意义。
2、分析了公司中层管理者以及其绩效评估的现状,对企业目前存的问题提出了解决的办法,对建立胜任力模型具有重要指导意见。
3、根据胜任力模型的建立方法、步骤与原则,构建了符合公司战略发展要求的胜任力要素,为绩效评估提供了重要的依据。
4、通过项目组的实施,运用胜任力模型对未来绩效评估预测与管理提出了预见性的分析,对管理者能力提升有重要的引导作用。
最后,指出了基于胜任力模型的绩效管理提供给企业的价值,同时也说明了本文存在的不足之处。
本文所得剑的一些结论可以为超常规发展企业的中层管理者建立基于胜任力模型的绩效评估提供一些意见与建议,也可为人力资源发展的综合运用提供借鉴。
In recent years, Competency-model is put forward as a brand-new concept along with the enhancement of human resources management theory and practice in our country. Nowadays many multinational corporations and even private enterprises are concerned about this model in their human resources management. The human resources management which is based on competency-model has already been applied to personnel selection, appointment as well as training; however, there are seldom business applications of performance appraisal based on this model.
The purpose of this dissertation is to provide a practical basis of performance appraisal based on competency-model for modem enterprises. Firstly, the author gives theoretical basis of this dissertation by reviewing and integrating theories on performance appraisal and competency-model; and then she applies the integrated theory to the performance appraisal practice of SY Corporation. The mostly research work and result of this dissertation is as follows:
1.According to the currently competency-model and the theory of performance appraisal, using illation and contrast methods to expounding ,developed the performance appraisal ideology thoughts which is base on the competency-model, that has strategic guidance sense for implement performance appraisal in Corporation.
2. Analyse the current satiation of mid-manager and their performance appraisal in SY Corporation and offer the methods to resolve the current problems, which is provided with important guidance sense for constituting competency-model.
3. According to method, step and principle of establishment the competency-model, it composed the competence elements that fit for the requirement of enterprise strategic development and provides important gist for performance appraisal.
4. Through the project team implements and exercises competency-model to compose the intending analyses for the forecast and management about performance appraisal, which has important guidance effect in improving the mid-manager's ability.
At last, it has pointed out the value which is the performance management based on the competency-model according to Corporation, meanwhile also shown the weakness in the dissertation.
The conclusions formed in this dissertation can supply some ideas and advices for mid-managers in exceeding development enterprise to constructing performance appraisal which is based on the competency-model.
本文的研究目的是,在对胜任力模型及绩效评估的相关理论进行论述的基础上,通过对于这些理论的整合,并将其应用到SY公司绩效评估的实务当中,以此来为现代企业基于胜任力模型的绩效评估应用提供实践基础。论文主要研究工作和成果如下:
1、针对目前胜任力及其模型、绩效评估理论以演绎、对比等方法进行阐述,发展了以基于胜任力模型的绩效评估思想,对企业实施发展战略具有指导意义。
2、分析了公司中层管理者以及其绩效评估的现状,对企业目前存的问题提出了解决的办法,对建立胜任力模型具有重要指导意见。
3、根据胜任力模型的建立方法、步骤与原则,构建了符合公司战略发展要求的胜任力要素,为绩效评估提供了重要的依据。
4、通过项目组的实施,运用胜任力模型对未来绩效评估预测与管理提出了预见性的分析,对管理者能力提升有重要的引导作用。
最后,指出了基于胜任力模型的绩效管理提供给企业的价值,同时也说明了本文存在的不足之处。
本文所得剑的一些结论可以为超常规发展企业的中层管理者建立基于胜任力模型的绩效评估提供一些意见与建议,也可为人力资源发展的综合运用提供借鉴。
In recent years, Competency-model is put forward as a brand-new concept along with the enhancement of human resources management theory and practice in our country. Nowadays many multinational corporations and even private enterprises are concerned about this model in their human resources management. The human resources management which is based on competency-model has already been applied to personnel selection, appointment as well as training; however, there are seldom business applications of performance appraisal based on this model.
The purpose of this dissertation is to provide a practical basis of performance appraisal based on competency-model for modem enterprises. Firstly, the author gives theoretical basis of this dissertation by reviewing and integrating theories on performance appraisal and competency-model; and then she applies the integrated theory to the performance appraisal practice of SY Corporation. The mostly research work and result of this dissertation is as follows:
1.According to the currently competency-model and the theory of performance appraisal, using illation and contrast methods to expounding ,developed the performance appraisal ideology thoughts which is base on the competency-model, that has strategic guidance sense for implement performance appraisal in Corporation.
2. Analyse the current satiation of mid-manager and their performance appraisal in SY Corporation and offer the methods to resolve the current problems, which is provided with important guidance sense for constituting competency-model.
3. According to method, step and principle of establishment the competency-model, it composed the competence elements that fit for the requirement of enterprise strategic development and provides important gist for performance appraisal.
4. Through the project team implements and exercises competency-model to compose the intending analyses for the forecast and management about performance appraisal, which has important guidance effect in improving the mid-manager's ability.
At last, it has pointed out the value which is the performance management based on the competency-model according to Corporation, meanwhile also shown the weakness in the dissertation.
The conclusions formed in this dissertation can supply some ideas and advices for mid-managers in exceeding development enterprise to constructing performance appraisal which is based on the competency-model.
引文
1Quy Nguyen Huy.In praise of middlemanagers.Harvard Business Review 2001
2Richard Boyatzis The competent management(1982)
1.[美]大卫·D·迪布瓦著,杨传华译,胜任力——组织成功的核心源动力,北京大学出版社,2005
2.[美]安托尼特·D·露西亚,理查兹·莱普辛格,胜任:员工胜任力能力模型应用手册,北京大学出版社,2004
3.[美]雷蒙德·A·诺伊,约翰·霍伦拜克,拜雷·格哈,特帕特雷·莱特著,刘昕译,人力资源管理:赢得竞争优势,中国人民大学出版社,2001
4.[美]戴维·D·杜波依斯,威廉·J·罗思韦尔,德博拉·乔·金·斯特恩,琳达·K·肯普,于广涛等译,基于胜任力的人力资源管理,中国人民大学出版社,2006
5.[美]加里·德斯勒,吴雯芳、刘昕译,人力资源管理,中国人民大学出版社,2005
6.国际人力资源管理研究院(IHRI)编委会,人力资源经理胜任素质模型,机械工业出版社,2005
7.吴能全,许峰编著,胜任力模型设计与应用,广东经济出版社,2006
8.严正主编,管理者胜任素质,机械工业出版社,2007
9.彭剑锋,饶征著,基于能力的人力资源管理,中国人民大学出版社,2003
10.刘惠琴著,高校团队创新绩效评估模型与实证研究清华大学出版社,2007
11.[美]杰里·W·吉雷,安·梅楚尼奇,康青译,组织学习,绩效与变革——战略人力资源开发导论中国人民大学2002
12.[美]斯蒂芬·P·罗宾斯,《组织行为学》,中国人民大学出版社,1997
13.NAPA,Center for Human Resources Management,Sep.2002
14.McClelland DC.Testing for competence rather than for”intelligence”.Arn Psychol.1973 Jan
15.RIO TINTO,Core competencies for Human Resources professionals.2005
16.Sabrina Garrett-Owens,Pamela Gurgevich,Jan Katz,Barbara Mulay,Deborah Nystrom,Eric Williams,Human Resources Competency Model,2003
17.Spencer.L.M..Spencer,S.M.Competence at work:Models for superior Performance.
18.彭剑锋,荆小娟著,员工素质模型设计,中国人民大学出版社,2003
19.Briscoe.J.P.Competency-base a poaches to selecting and developing executives:Current practices and suggestions for improvement.Boston:Executive Development Roundtable,1996
20.Sabrina Garrett-Owens,Pamela Gurgevich,Jan Katz,Barbara Mulay,Deborah Nystrom,Eric Williams,Human Resources Competency Model,2003
21.Jay D Jurie:Building Capacity:Organizational competence Journal of Organizational Change Management;2000
22.Juan I Sanchez:The Art and Science of Competency Models:Success Factors;Personnel Psychologr;summer 2000and critical theory Pinpointing Critical
23.Roger C.Mayer and James H.Davis(1999),the Effect of performance appraisal system on Management:a Field Quasi-Experiment,Journal of Applied Psychology
24.Sanchez,Juan I.The Art and Science of Competency Models(Book Review),Personnel Psychology,Summer2000,Vol.53 Issue 2,p509,3p
25.陈万思著,知识员工胜任力:理论与实践,上海财经大学出版社,2007
26.冯力平主编,人才测评方法与应用,立信会计出版社,2006
27.唐玉宁主编,人事测评与方法,东北财经大学出版社,2006
28.中国企业评价协会,中国人力资源管理大奖组委会编,第二届中国人力资源管理大奖文集,成都地图出版社,2007
29.刘洪编,薪酬管理/新世纪高等学校教材,北京师范大学出版社,2007
30.[美]爱德华兹,斯科特,拉加主编,刘云龙译,人力资源项目评估手册,中央编译出版社,2007
31.约翰·辛格(John H.Zenger)约瑟夫·弗克曼(Joseph Folkman),林宜萱译,卓越领导,中国财经出版社,2004.
32.傅继军,邱洪生主编,国际理念的本土企业管理实践中华.博略管理文集,中国计划出版社,2006
33.方少华,方泓亮编著,胜任力咨询,机械工业出版社,2007
2Richard Boyatzis The competent management(1982)
1.[美]大卫·D·迪布瓦著,杨传华译,胜任力——组织成功的核心源动力,北京大学出版社,2005
2.[美]安托尼特·D·露西亚,理查兹·莱普辛格,胜任:员工胜任力能力模型应用手册,北京大学出版社,2004
3.[美]雷蒙德·A·诺伊,约翰·霍伦拜克,拜雷·格哈,特帕特雷·莱特著,刘昕译,人力资源管理:赢得竞争优势,中国人民大学出版社,2001
4.[美]戴维·D·杜波依斯,威廉·J·罗思韦尔,德博拉·乔·金·斯特恩,琳达·K·肯普,于广涛等译,基于胜任力的人力资源管理,中国人民大学出版社,2006
5.[美]加里·德斯勒,吴雯芳、刘昕译,人力资源管理,中国人民大学出版社,2005
6.国际人力资源管理研究院(IHRI)编委会,人力资源经理胜任素质模型,机械工业出版社,2005
7.吴能全,许峰编著,胜任力模型设计与应用,广东经济出版社,2006
8.严正主编,管理者胜任素质,机械工业出版社,2007
9.彭剑锋,饶征著,基于能力的人力资源管理,中国人民大学出版社,2003
10.刘惠琴著,高校团队创新绩效评估模型与实证研究清华大学出版社,2007
11.[美]杰里·W·吉雷,安·梅楚尼奇,康青译,组织学习,绩效与变革——战略人力资源开发导论中国人民大学2002
12.[美]斯蒂芬·P·罗宾斯,《组织行为学》,中国人民大学出版社,1997
13.NAPA,Center for Human Resources Management,Sep.2002
14.McClelland DC.Testing for competence rather than for”intelligence”.Arn Psychol.1973 Jan
15.RIO TINTO,Core competencies for Human Resources professionals.2005
16.Sabrina Garrett-Owens,Pamela Gurgevich,Jan Katz,Barbara Mulay,Deborah Nystrom,Eric Williams,Human Resources Competency Model,2003
17.Spencer.L.M..Spencer,S.M.Competence at work:Models for superior Performance.
18.彭剑锋,荆小娟著,员工素质模型设计,中国人民大学出版社,2003
19.Briscoe.J.P.Competency-base a poaches to selecting and developing executives:Current practices and suggestions for improvement.Boston:Executive Development Roundtable,1996
20.Sabrina Garrett-Owens,Pamela Gurgevich,Jan Katz,Barbara Mulay,Deborah Nystrom,Eric Williams,Human Resources Competency Model,2003
21.Jay D Jurie:Building Capacity:Organizational competence Journal of Organizational Change Management;2000
22.Juan I Sanchez:The Art and Science of Competency Models:Success Factors;Personnel Psychologr;summer 2000and critical theory Pinpointing Critical
23.Roger C.Mayer and James H.Davis(1999),the Effect of performance appraisal system on Management:a Field Quasi-Experiment,Journal of Applied Psychology
24.Sanchez,Juan I.The Art and Science of Competency Models(Book Review),Personnel Psychology,Summer2000,Vol.53 Issue 2,p509,3p
25.陈万思著,知识员工胜任力:理论与实践,上海财经大学出版社,2007
26.冯力平主编,人才测评方法与应用,立信会计出版社,2006
27.唐玉宁主编,人事测评与方法,东北财经大学出版社,2006
28.中国企业评价协会,中国人力资源管理大奖组委会编,第二届中国人力资源管理大奖文集,成都地图出版社,2007
29.刘洪编,薪酬管理/新世纪高等学校教材,北京师范大学出版社,2007
30.[美]爱德华兹,斯科特,拉加主编,刘云龙译,人力资源项目评估手册,中央编译出版社,2007
31.约翰·辛格(John H.Zenger)约瑟夫·弗克曼(Joseph Folkman),林宜萱译,卓越领导,中国财经出版社,2004.
32.傅继军,邱洪生主编,国际理念的本土企业管理实践中华.博略管理文集,中国计划出版社,2006
33.方少华,方泓亮编著,胜任力咨询,机械工业出版社,2007