长沙地区企业人力资源管理人员胜任特征初探
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摘要
知识经济使得人日益成为企业竞争力的核心，对人的内在素质，包括知识、技能、行为、个性特征、内驱力等因素与工作绩效之间关系的研究日益深入，基于胜任特征的人力资源管理也越来越受到理论界和实践界的关注。作为企业人力资源管理的主要发起者和执行者，人力资源管理人员的选聘和开发开始成为理论界和企业界关注的焦点。美国人力资源管理的研究者提出了未来人力资源管理者须担负的五大角色，即战略伙伴、领导者、雇员激励者、技术专家以及变革推动者，从而对人力资源管理人员的胜任特征提出了新的要求。理论上的构建与现实企业中人们的认识一致吗?尤其在我国人力资源管理较为落后的情况下，企业员工对人力资源管理人员的胜任特征又是如何认识的呢?
本项研究以人力资源管理人员为研究的对象，在充分的文献研究和实际调查的前提下，对比国内外胜任特征研究的优缺点，结合自己的实际情况，选择了采用问卷调查法进行研究，力图通过问卷调查的方式了解国内企业人力资源管理人员胜任特征的构成。以美国心理学家Boyatzis关于胜任特征定义的六个纬度为理论依据，结合对人力资源管理人员的工作分析，参照美国人事管理办公室人力资源管理胜任特征模型，自编人力资源管理人员胜任特征问卷。在对初试问卷和正式问卷数据进行因素分析及信效度检验的基础上，笔者得出人力资源管理人员胜任特征由以下成份构成：人际洞察力、成就欲、人际沟通、部门支持、客户服务、业务能力、雇员支持、组织承诺。
Since people are becoming the core of enterprises' competitive ability in knowledge economy, the research on the relationship between performance and people's internal quality factors , including knowledge, skill, behavior , trait , incentive, etc. , is deepened increasingly, at the same time, HRM based on competency has also caught more and more attention in the field of practice and theory. Human resource managers, as leading advocates and executors, whose employment and development are being focused by scholars and practicers. A school of researchers in the U. S. A have formulated five roles on which human resource manager should take in the future, namely, strategic partner, leader, employee champion, technique expert, and change consultant, it demands new competency on human resource managers. Is this conception consistent with the employee' s view about it? How do employees look on the competency of human resource manager, especially, when our country' s HRM is dropped behind?
choosing human resource manager as subject , reviewing previous researches and investigating the practical instance sufficiently , the author select questionnaire survey method . Taking the competency defined by American psychologist Boyatzis as theoretic foundation , analyzing HRMer' s work , and consulting the human resources competency model established by 0PM(The office of personnel management) , the author compile the HR competency survey questionnaire .By analyzing the data from questionnaires, a conclusion that the competency of human resource manager consists of following parts is drawn: people sense , success-oriented, communication, department assistant , client service , expert technique , employee champion , organizational commitment.
本项研究以人力资源管理人员为研究的对象，在充分的文献研究和实际调查的前提下，对比国内外胜任特征研究的优缺点，结合自己的实际情况，选择了采用问卷调查法进行研究，力图通过问卷调查的方式了解国内企业人力资源管理人员胜任特征的构成。以美国心理学家Boyatzis关于胜任特征定义的六个纬度为理论依据，结合对人力资源管理人员的工作分析，参照美国人事管理办公室人力资源管理胜任特征模型，自编人力资源管理人员胜任特征问卷。在对初试问卷和正式问卷数据进行因素分析及信效度检验的基础上，笔者得出人力资源管理人员胜任特征由以下成份构成：人际洞察力、成就欲、人际沟通、部门支持、客户服务、业务能力、雇员支持、组织承诺。
Since people are becoming the core of enterprises' competitive ability in knowledge economy, the research on the relationship between performance and people's internal quality factors , including knowledge, skill, behavior , trait , incentive, etc. , is deepened increasingly, at the same time, HRM based on competency has also caught more and more attention in the field of practice and theory. Human resource managers, as leading advocates and executors, whose employment and development are being focused by scholars and practicers. A school of researchers in the U. S. A have formulated five roles on which human resource manager should take in the future, namely, strategic partner, leader, employee champion, technique expert, and change consultant, it demands new competency on human resource managers. Is this conception consistent with the employee' s view about it? How do employees look on the competency of human resource manager, especially, when our country' s HRM is dropped behind?
choosing human resource manager as subject , reviewing previous researches and investigating the practical instance sufficiently , the author select questionnaire survey method . Taking the competency defined by American psychologist Boyatzis as theoretic foundation , analyzing HRMer' s work , and consulting the human resources competency model established by 0PM(The office of personnel management) , the author compile the HR competency survey questionnaire .By analyzing the data from questionnaires, a conclusion that the competency of human resource manager consists of following parts is drawn: people sense , success-oriented, communication, department assistant , client service , expert technique , employee champion , organizational commitment.
引文
[1] 安鸿章．胜任特征模型．职业 2003，(03)：15-17
[2] 陈民科．基于胜任力的职务分析及其应用．人类工效学，2002，(1)：23-26
[3] 崔勋．员工个人特性对组织承诺与离职意愿的影响研究．南开管理评论 2003，(04)：4-11
[4] 陈兵兵．内部客户．IT经理世界，2003，(16)
[5] 戴良铁．伍爱．人力资源管理学．广州：暨南大学出版社，2002
[6] 加里．德斯勒．人力资源管理．第六版．刘昕等译．北京：中国人民大学出版社，1999
[7] 凌文铨，方俐洛．领导与激励．北京：机械工业出版社，2000
[8] 凌文辁．中国职工组织承诺的结构模型研究．管理科学学报 2000，(02)：76-81
[9] 龙剑琳．告诉你一个真实的人力资源部．人力资源开发与管理，2003，(9)：16-18
[10] 雷蒙德·A·诺伊，约翰·霍伦拜克，拜雷·格哈特，帕特雷克·莱特．人力资源管理：赢的竞争优势．第三版．刘昕译．北京：中国人民大学出版社，2001
[11] 时堪，侯彤妹．关键事件的访谈方法．中外管理导报，2002，(3)：52-55
[12] 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．心理学报，2002，34(3)：306-311
[13] 斯蒂芬·罗宾斯．管理学．第四版．黄卫伟等译．北京：中国人民大学出版社，1997
[14] 斯蒂芬·罗宾斯．组织行为学．第七版．孙健敏，李原等译．北京：中国人民大学出版社，1997
[15] 武振业．人力资源管理发展新趋势及其启示．经济体制改革，2000，(04)：24-28
[16] 吴雯芳．美国企业人力资源管理再造．中国人力资源开发，1999，(02)：41-43
[17] 王继承．人事测评技术——建立人力资产采购的质检体系．广州：广东经济出版社，2001
[18] 王重鸣，陈民科．管理胜任力特征分析：结构方程模型检验．心理科学，2002，(5)
[19] 王育琨．管理的善恶．人力资源开发与管理，2003，(9)：14-15
[20] 杨东涛，朱武生．基于胜任力的人力资源管理研究．中国人力资源开发，2002，(9)：8-10
[21] 朱妙芬．试论人力资源管理专业设置的紧迫性和现实性．杭州电子工业学院学报，2000，20(5)：88-91
[22] 张一驰．人力资源管理教程．北京：北京大学出版社，1999
[23] 张法军．以行业关键成功因素开发胜任特征模型的案例探讨．中国人力资源开发，2003(05)
[24] 郑美虹．试论传统人事管理与现代人力资源管理．临沂师范学院学报，2002，22(2)
[25] Andrew L.Kein. "Validity and reliability for Competency-based Systems: Reducing Litigation Risks". Compensation and Benefits Review,1996, 28 (4): 31-33
[26] Alpha Assoc, Wateloo. A hierarchy of management training requirements: The competency domain model. Journal of Public Personnel Management, 1998, 22 (1):43-62
[27] Baker, Barry R.. MCI Management Competencies and APL: The Way Forward for Management Education,Training and Development?. Journal of European Industrial Training, 1991, 15(9): 17-26
[28] Barbara Lerner. The minimum competence testing movement—social,scientific,and legal implications. American Psychologists, 1981, 36(10): 1057-1066
[29] Butler, F. C. The concept of competence: an operational definition. Educational Technology, 1978(7):7-18
[30] Comment (including comment of Barrett, McClelland, Boyatzis, Depinet etc). American Psychologist, 1994(2): p64-74
[31] Conway, J. M. Distinguishing contextual performance from task performance for managerial jobs, journal of Applied Psychology, 1999, 84(1): 3-13
[32] Donald D Trunkey, Richard Botney.Assessing Competency: A Tale of Two Professions, Nursing Economics, 2000, 18: 294-297.
[33] Ed Lawler Ⅲ. "From job-based to Competency-based Organizations." Journal of Organizational Behavior, 1994, 15(1):305
[34] Fleishman, E. A., Harris, E. F.. Patterns of leadership behavior related to employee grievances and turnover. Personnel Psychology, 1962, 15: 43-46
[35] Frank. E.. The UK's management charter initiative:the first three years. J.Eur.Ind.Training, 1996,15: 3-12
[36] Moloney. Karen History reporting. People Management,2000,6(14):42-46
[37] Naomi Lee Bloom. Myers, and Competency-Centric Human Resource Management, Prepared for:HR-XML Consortium Quarterly Meeting, Pleasanton, California, 2000,10:16-17
[38] Jacobs, R.. Getting the measure of management competence. Personnel Management, 1996, 21: 32-37
[39] James R. Lindner. Competency Assessment And Human Resource Management Performance of County Extension Chairs In OHIO. Journal of Agricultural Education, 2001, 42(4)
[40] Kyoo Yup Chung. Hotel management curriculum reform based on required competencies of hotel employees and career success in the hotel industry. Tourism Management 21 (2000)437-487
[41] McConnel, Edwina A. Competence vs. Competency. Nursing Management, 2001, 32(5):14
[42] McClelland, D. C. Testing for competence rather than for"Intelligence".Journal of American Psychologist, 1973, 1-14
[43] McClelland, D. C., Boyatzis, R. E. Leadership Motive Pattern and Long-term Success in Management. Journal of Applied Psychology, 67,737-743
[44] Naomi Lee Bloom, Managing Partner, BLOOM & WALLACE, Competency-Centric: Human Resource Management, Prepared for: HR-XML Consortium Quarterly Meeting, Pleasanton, California, Copyright 2000 by Naomi Lee Bloom.
[45] Patricia E. Byrnes, Victoria Gordon, Shawn Jeffers, The Use of Performance Measurement Tools and Techniques by State Agencies, To be presented at the 2001 Annual Meeting Association for Budgeting & Financial Management, 2002, 1
[46] Renee Sherman, John Tibbetts, Dionne Dobbins, Danielle Weidler. Management Competencies and Sample Indicators for the Improvement of Adult Education Programs, U. S. Department of Education Division of Adult Education and Literacy, 2001, 4
[47] Ren(?)e Sherman,Dionne Dobbins, John Tibbetts,Judith Crocker, Michael Dlott.Management Competencies Assessment Instrument, Sponsored by U. S. Department of Education Division of Adult Education and Literacy, 2002, 3
[48] Rifkin, Kennethl,Fineman,michal. Developing Technical Managers-First You need a Competency Model, Research Technology Management,1999, 42(2):53-58
[49] Robert J. Zaugg. Excellence through implicit competencies: Human resource management—organizational development—knowledge creation, Forum papers,29th October, 2002
[50] An Occupation in Transition—A Comprehensive Study of the Federal Human Resources Community, United States Office of Personnel Management, September 1999,and January 2000
[51] United States Office of Personnel Management. the HR Workforce: Meeting the Challenge of Change, MSE-99-7, January 2000
[2] 陈民科．基于胜任力的职务分析及其应用．人类工效学，2002，(1)：23-26
[3] 崔勋．员工个人特性对组织承诺与离职意愿的影响研究．南开管理评论 2003，(04)：4-11
[4] 陈兵兵．内部客户．IT经理世界，2003，(16)
[5] 戴良铁．伍爱．人力资源管理学．广州：暨南大学出版社，2002
[6] 加里．德斯勒．人力资源管理．第六版．刘昕等译．北京：中国人民大学出版社，1999
[7] 凌文铨，方俐洛．领导与激励．北京：机械工业出版社，2000
[8] 凌文辁．中国职工组织承诺的结构模型研究．管理科学学报 2000，(02)：76-81
[9] 龙剑琳．告诉你一个真实的人力资源部．人力资源开发与管理，2003，(9)：16-18
[10] 雷蒙德·A·诺伊，约翰·霍伦拜克，拜雷·格哈特，帕特雷克·莱特．人力资源管理：赢的竞争优势．第三版．刘昕译．北京：中国人民大学出版社，2001
[11] 时堪，侯彤妹．关键事件的访谈方法．中外管理导报，2002，(3)：52-55
[12] 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．心理学报，2002，34(3)：306-311
[13] 斯蒂芬·罗宾斯．管理学．第四版．黄卫伟等译．北京：中国人民大学出版社，1997
[14] 斯蒂芬·罗宾斯．组织行为学．第七版．孙健敏，李原等译．北京：中国人民大学出版社，1997
[15] 武振业．人力资源管理发展新趋势及其启示．经济体制改革，2000，(04)：24-28
[16] 吴雯芳．美国企业人力资源管理再造．中国人力资源开发，1999，(02)：41-43
[17] 王继承．人事测评技术——建立人力资产采购的质检体系．广州：广东经济出版社，2001
[18] 王重鸣，陈民科．管理胜任力特征分析：结构方程模型检验．心理科学，2002，(5)
[19] 王育琨．管理的善恶．人力资源开发与管理，2003，(9)：14-15
[20] 杨东涛，朱武生．基于胜任力的人力资源管理研究．中国人力资源开发，2002，(9)：8-10
[21] 朱妙芬．试论人力资源管理专业设置的紧迫性和现实性．杭州电子工业学院学报，2000，20(5)：88-91
[22] 张一驰．人力资源管理教程．北京：北京大学出版社，1999
[23] 张法军．以行业关键成功因素开发胜任特征模型的案例探讨．中国人力资源开发，2003(05)
[24] 郑美虹．试论传统人事管理与现代人力资源管理．临沂师范学院学报，2002，22(2)
[25] Andrew L.Kein. "Validity and reliability for Competency-based Systems: Reducing Litigation Risks". Compensation and Benefits Review,1996, 28 (4): 31-33
[26] Alpha Assoc, Wateloo. A hierarchy of management training requirements: The competency domain model. Journal of Public Personnel Management, 1998, 22 (1):43-62
[27] Baker, Barry R.. MCI Management Competencies and APL: The Way Forward for Management Education,Training and Development?. Journal of European Industrial Training, 1991, 15(9): 17-26
[28] Barbara Lerner. The minimum competence testing movement—social,scientific,and legal implications. American Psychologists, 1981, 36(10): 1057-1066
[29] Butler, F. C. The concept of competence: an operational definition. Educational Technology, 1978(7):7-18
[30] Comment (including comment of Barrett, McClelland, Boyatzis, Depinet etc). American Psychologist, 1994(2): p64-74
[31] Conway, J. M. Distinguishing contextual performance from task performance for managerial jobs, journal of Applied Psychology, 1999, 84(1): 3-13
[32] Donald D Trunkey, Richard Botney.Assessing Competency: A Tale of Two Professions, Nursing Economics, 2000, 18: 294-297.
[33] Ed Lawler Ⅲ. "From job-based to Competency-based Organizations." Journal of Organizational Behavior, 1994, 15(1):305
[34] Fleishman, E. A., Harris, E. F.. Patterns of leadership behavior related to employee grievances and turnover. Personnel Psychology, 1962, 15: 43-46
[35] Frank. E.. The UK's management charter initiative:the first three years. J.Eur.Ind.Training, 1996,15: 3-12
[36] Moloney. Karen History reporting. People Management,2000,6(14):42-46
[37] Naomi Lee Bloom. Myers, and Competency-Centric Human Resource Management, Prepared for:HR-XML Consortium Quarterly Meeting, Pleasanton, California, 2000,10:16-17
[38] Jacobs, R.. Getting the measure of management competence. Personnel Management, 1996, 21: 32-37
[39] James R. Lindner. Competency Assessment And Human Resource Management Performance of County Extension Chairs In OHIO. Journal of Agricultural Education, 2001, 42(4)
[40] Kyoo Yup Chung. Hotel management curriculum reform based on required competencies of hotel employees and career success in the hotel industry. Tourism Management 21 (2000)437-487
[41] McConnel, Edwina A. Competence vs. Competency. Nursing Management, 2001, 32(5):14
[42] McClelland, D. C. Testing for competence rather than for"Intelligence".Journal of American Psychologist, 1973, 1-14
[43] McClelland, D. C., Boyatzis, R. E. Leadership Motive Pattern and Long-term Success in Management. Journal of Applied Psychology, 67,737-743
[44] Naomi Lee Bloom, Managing Partner, BLOOM & WALLACE, Competency-Centric: Human Resource Management, Prepared for: HR-XML Consortium Quarterly Meeting, Pleasanton, California, Copyright 2000 by Naomi Lee Bloom.
[45] Patricia E. Byrnes, Victoria Gordon, Shawn Jeffers, The Use of Performance Measurement Tools and Techniques by State Agencies, To be presented at the 2001 Annual Meeting Association for Budgeting & Financial Management, 2002, 1
[46] Renee Sherman, John Tibbetts, Dionne Dobbins, Danielle Weidler. Management Competencies and Sample Indicators for the Improvement of Adult Education Programs, U. S. Department of Education Division of Adult Education and Literacy, 2001, 4
[47] Ren(?)e Sherman,Dionne Dobbins, John Tibbetts,Judith Crocker, Michael Dlott.Management Competencies Assessment Instrument, Sponsored by U. S. Department of Education Division of Adult Education and Literacy, 2002, 3
[48] Rifkin, Kennethl,Fineman,michal. Developing Technical Managers-First You need a Competency Model, Research Technology Management,1999, 42(2):53-58
[49] Robert J. Zaugg. Excellence through implicit competencies: Human resource management—organizational development—knowledge creation, Forum papers,29th October, 2002
[50] An Occupation in Transition—A Comprehensive Study of the Federal Human Resources Community, United States Office of Personnel Management, September 1999,and January 2000
[51] United States Office of Personnel Management. the HR Workforce: Meeting the Challenge of Change, MSE-99-7, January 2000