莫尼公司NPI项目经理胜任素质模型构建研究
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摘要
当今时代,市场竞争如此激烈,企业要获得持续发展和竞争优势,需要不断推出能给客户带来价值的新产品,提高自身开发新产品的项目管理能力,确保新研发的产品准时、按质的走向市场。由于NPI项目经理是新产品开发项目管理的负责人,在新产品开发过程中起着十分重要的作用,所以,新产品开发项目的成败就取决于NPI项目经理的素质。因此,如何更有效地招聘到高素质的优秀NPI项目经理越来越受到企业的重视。本论文研究的内容是,关于构建莫尼公司NPI项目经理胜任素质模型以及构建的模型在招聘实践中的应用。
首先,论文研究综述了招聘基本理论、甄选方法与工具以及与胜任素质相关的理论,确立了NPI项目经理胜任素质模型构建流程图；其次,基于NPI项目经理胜任素质模型构建流程图,构建了NPI项目经理胜任素质模型,共包含三个模块,22项胜任素质,具体如下：专业知识模块：产品行业知识(1级)、法律法规知识(2级)、项目管理知识(3级)；核心技能模块：沟通表达技巧(3级)、决策力(3级)、归纳总结(3级)、发现与解决问题(3级)、信息收集与处理(2级)；职业素养模块：项目团队管理能力(3级)、学习力(3级)、自信心(3级)、影响力(3级)、应变能力(2级)、关注细节(2级)、全局观念(3级)、目标管理(3级)、成就导向(3级)、成本意识(2级)、责任心(3级)、主动性(3级)、客户服务意识(3级)、创造性(3级)。最后,实施基于胜任素质模型的NPI项目经理的招聘活动,并对录用的NPI项目经理的胜任性进行评价。
研究莫尼公司NPI项目经理胜任素质模型的构建和在招聘实践中的应用,为莫尼公司选拔绩效优异的NPI项目经理,提高项目成功率和企业经济效益,减少运营成本,为企业取得长远的竞争优势有着十分重要的意义,它对电子行业其他类似公司的NPI项目经理的招聘与选拔也有着重要的借鉴意义。
Nowadays, in such a fierce competitive world, to obtain the sustained development and competency edge, the enterprises need to offer the valued products to the customers, to improve the enterprise's ability of the project management of new product development, to ensure that the new high-quality products can be released in the market on time. As NPI project manager (PM) is the owner of the project management of new products development, playing an important role in the process of developing new products, the success of the project depends on PM's competency. Therefore, the enterprises attach more and more importance to how to more effectively recruit the high competency and excellent NPI PM. The study of article is about constructing the competency model of NPI PM in Moni, and the model's application in the recruitment.
Firstly, the article summarizes the basic theory of recruitment, the selection method and tools, as well as the theories related to competency, establishing the process chart of constructing NPI PM competency model; Secondly, based on the process chart of NPI PM competency model construction, construct NPI PM Competency Model, including three fields and22core competencies, detailed as follows:Professional Knowledge Field:Product and Industry Knowledge (Rank1), Law and Regulations (Rank2), Project Management Knowledge (Rank3); Core Skills Field:Communication and Expression Skills (Rank3), Decision Making (Rank3), Summarizing ability (Rank3), Troubleshooting and Problem Solving Skills (Rank3), Information Collection and Processing (Rank2); Vocational Traits Field:Project Team Management (Rank3), Learning Ability (Rank3), Self-Confidence (Rank3), Influence (Rank3), Flexibility (Rank2), Attention to Details (Rank2), Overall Viewpoint (Rank3), Management by Objectives (Rank3), Achievement Orientation (Rank3), The Sense of Cost (Rank2), Conscientiousness (Rank3), Initiative (Rank3), The Sense of Customer Service (Rank3), Creativity (Rank3); At last, putting into NPI PM recruiting activity effect based on NPI PM competency model, evaluate the performance and competencies of employed NPI PM.
The study of Moni's NPI PM competency model construction and application in the recruitment is of outstanding significance to select high-performance NPI PM, to improve the success rate of project and economic benefits, to reduce the operational cost, to achieve the long-term competitive advantages in Moni. Recruiting and selecting NPI PM in other similar companies of the electronics industry is also of great significance.
首先,论文研究综述了招聘基本理论、甄选方法与工具以及与胜任素质相关的理论,确立了NPI项目经理胜任素质模型构建流程图；其次,基于NPI项目经理胜任素质模型构建流程图,构建了NPI项目经理胜任素质模型,共包含三个模块,22项胜任素质,具体如下：专业知识模块：产品行业知识(1级)、法律法规知识(2级)、项目管理知识(3级)；核心技能模块：沟通表达技巧(3级)、决策力(3级)、归纳总结(3级)、发现与解决问题(3级)、信息收集与处理(2级)；职业素养模块：项目团队管理能力(3级)、学习力(3级)、自信心(3级)、影响力(3级)、应变能力(2级)、关注细节(2级)、全局观念(3级)、目标管理(3级)、成就导向(3级)、成本意识(2级)、责任心(3级)、主动性(3级)、客户服务意识(3级)、创造性(3级)。最后,实施基于胜任素质模型的NPI项目经理的招聘活动,并对录用的NPI项目经理的胜任性进行评价。
研究莫尼公司NPI项目经理胜任素质模型的构建和在招聘实践中的应用,为莫尼公司选拔绩效优异的NPI项目经理,提高项目成功率和企业经济效益,减少运营成本,为企业取得长远的竞争优势有着十分重要的意义,它对电子行业其他类似公司的NPI项目经理的招聘与选拔也有着重要的借鉴意义。
Nowadays, in such a fierce competitive world, to obtain the sustained development and competency edge, the enterprises need to offer the valued products to the customers, to improve the enterprise's ability of the project management of new product development, to ensure that the new high-quality products can be released in the market on time. As NPI project manager (PM) is the owner of the project management of new products development, playing an important role in the process of developing new products, the success of the project depends on PM's competency. Therefore, the enterprises attach more and more importance to how to more effectively recruit the high competency and excellent NPI PM. The study of article is about constructing the competency model of NPI PM in Moni, and the model's application in the recruitment.
Firstly, the article summarizes the basic theory of recruitment, the selection method and tools, as well as the theories related to competency, establishing the process chart of constructing NPI PM competency model; Secondly, based on the process chart of NPI PM competency model construction, construct NPI PM Competency Model, including three fields and22core competencies, detailed as follows:Professional Knowledge Field:Product and Industry Knowledge (Rank1), Law and Regulations (Rank2), Project Management Knowledge (Rank3); Core Skills Field:Communication and Expression Skills (Rank3), Decision Making (Rank3), Summarizing ability (Rank3), Troubleshooting and Problem Solving Skills (Rank3), Information Collection and Processing (Rank2); Vocational Traits Field:Project Team Management (Rank3), Learning Ability (Rank3), Self-Confidence (Rank3), Influence (Rank3), Flexibility (Rank2), Attention to Details (Rank2), Overall Viewpoint (Rank3), Management by Objectives (Rank3), Achievement Orientation (Rank3), The Sense of Cost (Rank2), Conscientiousness (Rank3), Initiative (Rank3), The Sense of Customer Service (Rank3), Creativity (Rank3); At last, putting into NPI PM recruiting activity effect based on NPI PM competency model, evaluate the performance and competencies of employed NPI PM.
The study of Moni's NPI PM competency model construction and application in the recruitment is of outstanding significance to select high-performance NPI PM, to improve the success rate of project and economic benefits, to reduce the operational cost, to achieve the long-term competitive advantages in Moni. Recruiting and selecting NPI PM in other similar companies of the electronics industry is also of great significance.
引文
[1]朱贞,汀金龙.胜任素质模刑在人才选拔中的应用[J].安徽：安徽财经大学工商管理学院,2012年第8期,P110
[2]杨亚静.B公司基于胜任力模刑的招聘方案研究[D].天津：天津大学,2011.6,P1
[3]McClelland D C. Identifying competencies with Behavioral Event Interviews[J]. Psychological Science,1998(9);40-45)
[4]李杰.项目经理胜任素质模型构建及应用[D].山东：山东大学,2008.3,P64
[5]罗小放.测试在招聘选拔中的应用[J].湖北宜昌：当代经济,2007年第2期(下),P31
[6]田效勋,柯学民,张登印.过去预测未来行为面试法[M].北京：中国轻工业出版,2008.10,P1
[7]曹亚克.人力资源规划、招聘及测评实务[M].北京：中国纺织出版社,2004,P63
[8]蒲桂芸.基于胜任特征要素的研发人员招聘研究[D]..西安：西安工业大学,2011.5,P9
[9]肖盛洋,叶茂林.国内招聘方法研究述评[J].科技信息,2006：62-63
[10]Drongelen,I.and Cook,A(1997) Design Principles for Development Processes of Measurement Systems for Research and Development Processes[J]. R&D Management,27,345-357
[11]百度百科:人格测试[EB/OL]. http://baike.baidu.com/view/480712.htm
[12]万朝丽,冉丽姬.基于胜任特征的面试[J].经营管理者,2009,(13),187
[13]Judge TA, Higgins CA, Cable DM. The Employment Interview:a review of recent research and recommendations for future research [J]. Human resource Management Review 2000,10(4):383-406.
[14]周卓华.基于胜任特征的结构化面试在招聘中的应用[J].消费导刊,2009.6,P128-129
[15]周卓华.基于胜任特征的结构化面试在招聘中的应用[J].消费导刊,2009(12),P120
[16]李洲.行为面试法和情景面试法在项目经理选拔中的综合运用[D].上海：上海交通大学,2011.6,P9
[17]孟庆伟.人力资源管理通用工具[M].北京：清华大学出版社,2007.4,P183
[18]钟娟.胜任力模型在招聘体系中的应用研究[D].北京：中国地质大学,2010.5,P8
[19]严正,卜安康.胜任素质模型构建与应用[M].北京：机械工业出版社,2011.7,P29-61
[20]项目管理知识体系指南[M].第4版.王勇,张斌,泽.北京：电子工业出版社,2009.8,P5-13
[21]杨雪.员工胜任素质模型全案(第2版).[M].北京：人民邮电出版社,2012.3,P7-8
[22]刘凤英,李孝民.胜任力模型构建方法研究综述[J].江苏镇江：江苏大学工商管理学院,2012.3,P117
[23]陈国政.工程项目经理胜任力模型研究[D].长沙：中南大学,2008.11,P39
[24]矫庆星,周丹,王庆州,等.项目经理选拔综合测评模型[J].吉林：东北电力大学经济管理学院,2008.8,P154
[25]鲁萍.基于胜任力模型的人才招聘研究[J].湖北武汉：中南财经政法大学,2011.11,P134
[26]宏章教育：加州心理凋查表[EB/OL].http://www.hozoo.com.cn/xlzxs/ShowArticle.asp?anCIassId=141&NclassId=326&ArticleId =11639
[27]黄培俊,毕星.基于胜任力模型的施工企业项目经理选拔研究[J].天津：天津大学管理与经济学部,2012,P139
[28]夏既平.人才的识别、选拔与使用刍议——兼析毛泽东的选才用人艺术[J].安徽马鞍山：安徽冶金科技职业学院,2012.2,P98
[2]杨亚静.B公司基于胜任力模刑的招聘方案研究[D].天津：天津大学,2011.6,P1
[3]McClelland D C. Identifying competencies with Behavioral Event Interviews[J]. Psychological Science,1998(9);40-45)
[4]李杰.项目经理胜任素质模型构建及应用[D].山东：山东大学,2008.3,P64
[5]罗小放.测试在招聘选拔中的应用[J].湖北宜昌：当代经济,2007年第2期(下),P31
[6]田效勋,柯学民,张登印.过去预测未来行为面试法[M].北京：中国轻工业出版,2008.10,P1
[7]曹亚克.人力资源规划、招聘及测评实务[M].北京：中国纺织出版社,2004,P63
[8]蒲桂芸.基于胜任特征要素的研发人员招聘研究[D]..西安：西安工业大学,2011.5,P9
[9]肖盛洋,叶茂林.国内招聘方法研究述评[J].科技信息,2006：62-63
[10]Drongelen,I.and Cook,A(1997) Design Principles for Development Processes of Measurement Systems for Research and Development Processes[J]. R&D Management,27,345-357
[11]百度百科:人格测试[EB/OL]. http://baike.baidu.com/view/480712.htm
[12]万朝丽,冉丽姬.基于胜任特征的面试[J].经营管理者,2009,(13),187
[13]Judge TA, Higgins CA, Cable DM. The Employment Interview:a review of recent research and recommendations for future research [J]. Human resource Management Review 2000,10(4):383-406.
[14]周卓华.基于胜任特征的结构化面试在招聘中的应用[J].消费导刊,2009.6,P128-129
[15]周卓华.基于胜任特征的结构化面试在招聘中的应用[J].消费导刊,2009(12),P120
[16]李洲.行为面试法和情景面试法在项目经理选拔中的综合运用[D].上海：上海交通大学,2011.6,P9
[17]孟庆伟.人力资源管理通用工具[M].北京：清华大学出版社,2007.4,P183
[18]钟娟.胜任力模型在招聘体系中的应用研究[D].北京：中国地质大学,2010.5,P8
[19]严正,卜安康.胜任素质模型构建与应用[M].北京：机械工业出版社,2011.7,P29-61
[20]项目管理知识体系指南[M].第4版.王勇,张斌,泽.北京：电子工业出版社,2009.8,P5-13
[21]杨雪.员工胜任素质模型全案(第2版).[M].北京：人民邮电出版社,2012.3,P7-8
[22]刘凤英,李孝民.胜任力模型构建方法研究综述[J].江苏镇江：江苏大学工商管理学院,2012.3,P117
[23]陈国政.工程项目经理胜任力模型研究[D].长沙：中南大学,2008.11,P39
[24]矫庆星,周丹,王庆州,等.项目经理选拔综合测评模型[J].吉林：东北电力大学经济管理学院,2008.8,P154
[25]鲁萍.基于胜任力模型的人才招聘研究[J].湖北武汉：中南财经政法大学,2011.11,P134
[26]宏章教育：加州心理凋查表[EB/OL].http://www.hozoo.com.cn/xlzxs/ShowArticle.asp?anCIassId=141&NclassId=326&ArticleId =11639
[27]黄培俊,毕星.基于胜任力模型的施工企业项目经理选拔研究[J].天津：天津大学管理与经济学部,2012,P139
[28]夏既平.人才的识别、选拔与使用刍议——兼析毛泽东的选才用人艺术[J].安徽马鞍山：安徽冶金科技职业学院,2012.2,P98