基于胜任力模型的商业银行人力资源部门管理人员绩效考评研究
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摘要
随着我国金融业日益激烈的竞争,人力资源已受到越来越多商业银行的高度重视与极大关注,成为赢得竞争优势的关键因素,其管理的效果对商业银行实现资产持续增值、整体经济效益增长影响重大。而这一切主要在于人力资源部门管理人员的工作执行情况是否与银行的战略目标保持一致、是否取得预期的效果、是否与其他管理部门合作、是否及时适应环境的变化等。要使人力资源管理人员的工作保持持续的改善,就需要对其进行绩效考评。有效的绩效考评能够帮助人力资源管理人员有效完成使命,创造高绩效,从而提高商业银行的竞争实力。
胜任力模型包括要达到某一绩效目标的所应具备的一系列不同胜任特征要素,可以显著区分优秀与一般绩效的个体特征的综合表现。通过人力资源管理人员的胜任力模型可以判断并发现导致其绩效好坏差异的关键驱动因素,从而使人员改进不足之处,并可指导人员发挥个人胜任特征优势,因此获得更高的绩效。
本文对关于胜任力模型的定义、研究现状、绩效考评研究理论等予以归纳和总结,并结合商业银行人力资源管理人员的绩效考评现状的不足,构建出商业银行人力资源部门管理人员的胜任力模型。通过专家问卷调查对模型进行信度、效度检验并确定胜任力模型各维度及构成要素的权重,最后将商业银行人力资源部门管理人员的胜任力模型运用到对其的绩效考评中。
With the keen competition of domestic financial industry , human resources have already been highly recognized by more and more commercial banks , it is the key factor that the bank won the competition advantage , the effect of human resources management influence the continuous value-added of assets and economic benefits of commercial bank . All of that depend on the performance of human resource manager, whether or not accord with the objective of bank strategy, whether or not gain the prospective result, whether or not collaborate with the other management departments, whether or not adapt the change of environment, and so on. To make the work performance of human resource managers to maintain continuous improvement, it is necessary to check their performance. Effective performance evaluation can help human resource manager come to goal, create high performance and enhance competitive ability of commercial bank.
Competency model consist of a serious of different quality required by performance goal, distinguishing the comprehensive behavior of the individual outstanding and general performance notably. Through the competency model of human resources manager that can judge and find the key drive factor that causes performance difference, then make manager improve the defective performance. And it can instruct the manager give play to the personal quality advantage and obtain the higher performance.
This text introduces and summarizes the definition and studying status of competence model, performance evaluation and other related theories, combines with the performance evaluation deficient status of human resources manager, constructs of a competency model of commercial bank human resources manager. It tests the reliability and validity of the competency model, determine the weight of the dimensions and elements of competency model. It makes use of the model to appraisal the performance of human resources managers.
胜任力模型包括要达到某一绩效目标的所应具备的一系列不同胜任特征要素,可以显著区分优秀与一般绩效的个体特征的综合表现。通过人力资源管理人员的胜任力模型可以判断并发现导致其绩效好坏差异的关键驱动因素,从而使人员改进不足之处,并可指导人员发挥个人胜任特征优势,因此获得更高的绩效。
本文对关于胜任力模型的定义、研究现状、绩效考评研究理论等予以归纳和总结,并结合商业银行人力资源管理人员的绩效考评现状的不足,构建出商业银行人力资源部门管理人员的胜任力模型。通过专家问卷调查对模型进行信度、效度检验并确定胜任力模型各维度及构成要素的权重,最后将商业银行人力资源部门管理人员的胜任力模型运用到对其的绩效考评中。
With the keen competition of domestic financial industry , human resources have already been highly recognized by more and more commercial banks , it is the key factor that the bank won the competition advantage , the effect of human resources management influence the continuous value-added of assets and economic benefits of commercial bank . All of that depend on the performance of human resource manager, whether or not accord with the objective of bank strategy, whether or not gain the prospective result, whether or not collaborate with the other management departments, whether or not adapt the change of environment, and so on. To make the work performance of human resource managers to maintain continuous improvement, it is necessary to check their performance. Effective performance evaluation can help human resource manager come to goal, create high performance and enhance competitive ability of commercial bank.
Competency model consist of a serious of different quality required by performance goal, distinguishing the comprehensive behavior of the individual outstanding and general performance notably. Through the competency model of human resources manager that can judge and find the key drive factor that causes performance difference, then make manager improve the defective performance. And it can instruct the manager give play to the personal quality advantage and obtain the higher performance.
This text introduces and summarizes the definition and studying status of competence model, performance evaluation and other related theories, combines with the performance evaluation deficient status of human resources manager, constructs of a competency model of commercial bank human resources manager. It tests the reliability and validity of the competency model, determine the weight of the dimensions and elements of competency model. It makes use of the model to appraisal the performance of human resources managers.
引文
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2.熊靓.测评胜任力模型[J].中国科技财富,2005,(4):62-65.
3.丁永达等.基于PLS的领导人才胜任力测评方法研究[J].改革,2005(1):101-108.
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17.Mike Morrison.HBR Case Study : The Very Model of a Modern Senior Manager.[J].Harvard Business Review, Boston, 2007(1) Vol85,Issue1:27.
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19.时勘,王继承,李超平.企业高层管理者胜任特征评价的研究[J].心理学报,2002(3).
20.仲理峰,时勘.胜任特征研究的新进展[J].南开管理评论,2003(2).
21.魏军,张德.国内商业银行客户经理胜任力模型研究[J].南开管理评论,2005(8).
22.刘学方,王重鸣,唐宁玉,朱健,倪宁.家族企业接班人胜任力建模—一个实证研究[J].管理世界,2006(5):96-106.
23.赵曙明,杜娟.企业经营者胜任力及测评理论研究[J].外国经济与管理,2007(1).
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25.Marquardt, Michael J.Engel,Dean W.HRD Competencies for a Shrinking World[J].Training & Development,1993(5), Vol.47 Issue 5:59.
26.Keller,Deborah A.,Campbell,John F. Building Human Resource Capability.[J].Human Resource Management,1992(7), Vol. 31 Issue 1/2:109-126.
27.Schoonover,Ken.What's New in the ADA Accessibility Guidelines[J].Reeves Journal: Plumbing, Heating, Cooling.2003(4), Vol. 83 Issue 4:52.
28.Lipiec,Jacek.Human Resources Management Perspective at the Turn of the Century[J].Public Personnel Management,2001(6). Vol. 30 Issue 2:137.
29.Ulrich.HRPS News[J].Human Resource Planning,1995,Vol. 18 Issue 1:6.
30.Blancero,Donna,Boroski,John,Dyer,Lee.Key Competencies for a Transformed Human Resource Organization: Results of a Field Study. [J].Human Resource Management,1996(9),Vol.35 Issue 3:383-403.
31.Lawson,Tom E.,Limbrick,Vaughan.Critical Competencies and Developmental Experiences for Top HR Executives.[J].Human Resource Management,1996(5),Vol.35Issue 1:67-85.
32.Kossek,Ellen Ernst,Young Willard,Gash,Debra C,Nichol,Victor.Waiting for Innovation in the Human Resources Department: Godot Implements a Human Resource Information System.[J].Human Resource Management,1994(5),Vol.33 Issue 1:135-159.
33.Ulrich,Dave,Brockbank,Wayne,Yeung,Arthur K.,Lake,Dale C.Human Resource Competencies: An Empirical Assessment.[J].Human Resource Management, 1995 (11),Vol.34 Issue 4:473-495.
34.Wilhelm,Warren R.Response to "Reexamining Professional Certification in Human Resource Management" by Carolyn Wiley.[J]. Human Resource Management, 1995(7),Vol.34 Issue 2:295-297.
35.Orndoff, Keith.Developing Strategies Competencies: A Starting Point[J]. Information Management Journal, 2002(7), Vol. 36 Issue 4:57.
36.Johnson,C. Douglas,King,James.Are we properly training future HR/IR practitioners? A review of the curricula.[J]. Human Resource Management Review, 2002(12),Vol.12 Issue 4:539.
37.Wayne Brockbank, David Urich, David Yakorich. Human Resource Competency Study (HRCS)Executive Summary[J]. The New HR Agenda,2002.
38.顾琴轩,朱牧.人力资源专业人员胜任力研究[J].中国人力资源开发,2001(10):4-8.
39.安托尼特.D.露西亚,理查兹.莱普辛格.胜任—员工胜任能力模型应用手册[M].北京大学出版社,2004.
40.德博拉·斯通著,顾建光译.政策悖沦政治决策中的艺术[M].中国人民大学出版社,2006:80-281.
41.菲利普·扬,威廉·B·卜斯泰特著,赵中建,肖玉敏等译.教育管理中的人力资源功能[M].江苏教育出版社,2006:139.
42.王先玉,王建业,邓少华.现代企业人力资源管理学[M].北京:经济科学出版社,2003:216-217.
43.赵曼.人力资源开发与管理[M].北京:中国劳动社会保障出版社,2002:257.
44.马庆国.管理统计——数据获取、统计原理、SPSS工具与应用研究[M].北京:科学出版社,2002(8).
45.颜世富.绩效管理[M].北京:机械工业出版社,2008.
46.刘叔才,葛利荣.基于胜任力模型的人力资源绩效管理体系研究[J].经济师,2008(6):182.
2.熊靓.测评胜任力模型[J].中国科技财富,2005,(4):62-65.
3.丁永达等.基于PLS的领导人才胜任力测评方法研究[J].改革,2005(1):101-108.
4.彭剑锋,荆小娟.员工素质模型设计[M].北京:中国人民大学出版社,2003.
5.McClelland D C.Testing for competence rather than for intelligence [J].American Psychologist,1973(28):1-14.
6.张凯,肖莹.胜任力分析和人力资源管理[J].江淮论坛,2004(2):55-59.
7.樊宏,韩卫兵.基于岗位的胜任力模型开发[J].人力资源,2005(6):66-67.
8.Boyatzis.The competence manager: A model for effective performance [M]. John Wiley,1982.
9.张蕾.胜任特征模型在人力资源管理中的实践探讨[D].2006(4).
10.国际人力资源管理研究员(IHRI)编委会著.人力资源经理胜任素质模型[M].北京:机械工业出版社,2005.
11.Hay J.Managerial competences or characteristics managerial, Management [J].Education and Development,1990(21):305-315.
12.Boyatzis.R.E.The Competent Manager: a model for Effective Performance [J].Willey New York. NY,1982.
13.Spencer L M, McClelland D.C, & Spencer S. Competency assessment methods: History and state of the art[M].Boston:Hay–McBer Research Press,1994.
14.Oshiins.Michael Lewis.Identifying a competency model for hotel managers [C].Boston University,2002.
15.Cristina Moro Bueno, Stewart L Tubbs. Identifying Global Leadership Competencies: An Exploratory Study .Journal of American Academy of Business. [J].Cambridge. Hollywood,2004(9).Vol.5.Issue.1/2:80-87.
16.Spencer. L. M.A, Spencer.S.M. Competence at Work: Models for SuperiorPerformance[M].Wiley &Sons,1993(2).
17.Mike Morrison.HBR Case Study : The Very Model of a Modern Senior Manager.[J].Harvard Business Review, Boston, 2007(1) Vol85,Issue1:27.
18.王重鸣,陈民科.管理胜任力特征分析:结构方程式模型的检验[J].心理科学,2002.(5).
19.时勘,王继承,李超平.企业高层管理者胜任特征评价的研究[J].心理学报,2002(3).
20.仲理峰,时勘.胜任特征研究的新进展[J].南开管理评论,2003(2).
21.魏军,张德.国内商业银行客户经理胜任力模型研究[J].南开管理评论,2005(8).
22.刘学方,王重鸣,唐宁玉,朱健,倪宁.家族企业接班人胜任力建模—一个实证研究[J].管理世界,2006(5):96-106.
23.赵曙明,杜娟.企业经营者胜任力及测评理论研究[J].外国经济与管理,2007(1).
24.Gorsline,Karen.A Competency Profile for Human Resources:No More Shoemaker's Children[J].Human Resource Management,1996(5),Vol.35 Issue 1:53-66.
25.Marquardt, Michael J.Engel,Dean W.HRD Competencies for a Shrinking World[J].Training & Development,1993(5), Vol.47 Issue 5:59.
26.Keller,Deborah A.,Campbell,John F. Building Human Resource Capability.[J].Human Resource Management,1992(7), Vol. 31 Issue 1/2:109-126.
27.Schoonover,Ken.What's New in the ADA Accessibility Guidelines[J].Reeves Journal: Plumbing, Heating, Cooling.2003(4), Vol. 83 Issue 4:52.
28.Lipiec,Jacek.Human Resources Management Perspective at the Turn of the Century[J].Public Personnel Management,2001(6). Vol. 30 Issue 2:137.
29.Ulrich.HRPS News[J].Human Resource Planning,1995,Vol. 18 Issue 1:6.
30.Blancero,Donna,Boroski,John,Dyer,Lee.Key Competencies for a Transformed Human Resource Organization: Results of a Field Study. [J].Human Resource Management,1996(9),Vol.35 Issue 3:383-403.
31.Lawson,Tom E.,Limbrick,Vaughan.Critical Competencies and Developmental Experiences for Top HR Executives.[J].Human Resource Management,1996(5),Vol.35Issue 1:67-85.
32.Kossek,Ellen Ernst,Young Willard,Gash,Debra C,Nichol,Victor.Waiting for Innovation in the Human Resources Department: Godot Implements a Human Resource Information System.[J].Human Resource Management,1994(5),Vol.33 Issue 1:135-159.
33.Ulrich,Dave,Brockbank,Wayne,Yeung,Arthur K.,Lake,Dale C.Human Resource Competencies: An Empirical Assessment.[J].Human Resource Management, 1995 (11),Vol.34 Issue 4:473-495.
34.Wilhelm,Warren R.Response to "Reexamining Professional Certification in Human Resource Management" by Carolyn Wiley.[J]. Human Resource Management, 1995(7),Vol.34 Issue 2:295-297.
35.Orndoff, Keith.Developing Strategies Competencies: A Starting Point[J]. Information Management Journal, 2002(7), Vol. 36 Issue 4:57.
36.Johnson,C. Douglas,King,James.Are we properly training future HR/IR practitioners? A review of the curricula.[J]. Human Resource Management Review, 2002(12),Vol.12 Issue 4:539.
37.Wayne Brockbank, David Urich, David Yakorich. Human Resource Competency Study (HRCS)Executive Summary[J]. The New HR Agenda,2002.
38.顾琴轩,朱牧.人力资源专业人员胜任力研究[J].中国人力资源开发,2001(10):4-8.
39.安托尼特.D.露西亚,理查兹.莱普辛格.胜任—员工胜任能力模型应用手册[M].北京大学出版社,2004.
40.德博拉·斯通著,顾建光译.政策悖沦政治决策中的艺术[M].中国人民大学出版社,2006:80-281.
41.菲利普·扬,威廉·B·卜斯泰特著,赵中建,肖玉敏等译.教育管理中的人力资源功能[M].江苏教育出版社,2006:139.
42.王先玉,王建业,邓少华.现代企业人力资源管理学[M].北京:经济科学出版社,2003:216-217.
43.赵曼.人力资源开发与管理[M].北京:中国劳动社会保障出版社,2002:257.
44.马庆国.管理统计——数据获取、统计原理、SPSS工具与应用研究[M].北京:科学出版社,2002(8).
45.颜世富.绩效管理[M].北京:机械工业出版社,2008.
46.刘叔才,葛利荣.基于胜任力模型的人力资源绩效管理体系研究[J].经济师,2008(6):182.