摘要
在知识经济时代,构建适应知识经济的人力资源管理模式是企业管理的重要课题,对人力资源的管理能力是企业核心竞争力的重要组成部分、而对人的发展的引导和管理又是人力资源管理中的热门话题,如何给员工明确自己的职业发展通道、如何牵引员工朝着自己的职业发展通道稳步迈进,最终实现企业与员工的协同发展,成为人力资源管理的一个核心课题。
本文首先介绍了任职资格管理的基础理论和背景、明确了任职资格管理的概念和基本框架,介绍了人力资源价值链、人力资源管理大厦等关键模型与框架;其次介绍了H公司的基本情况与发展战略、人力资源管理制度,对照任职资格管理的基本框架,提出了H公司任职资格管理在员工职业发展通道设计、任职资格标准、任职资格管理流程与规范、管理干部后备队选拔与培训方面的问题;接着运用任职资格管理的基本框架,对H公司职业通道设计、任职资格标准、任职资格认证管理进行了系统设计,并通过岗位举例、提供了可实践的具体落地方案;最后对照任职资格管理与人力资源管理各模块之间的关系,对任职资格管理在H公司人力资源管理中的应用领域、应用要求进行了介绍,较好的回答了之前提出的H公司任职资格管理方面需要解决的问题。
通过全文的介绍,让我们对任职资格管理的框架有了更清晰的了解,特别是对任职资格类别、级、等,任职资格标准,任职资格认证,任职资格应用等有更清楚的把握。同时,本文中提到的人力资源价值链、人力资源管理大厦、任职资格双通道设计理念、任胜力冰山模型等理论与框架,一方面是本文展开的基础,另一方面这些总结与归纳的方法也很有借鉴意义。
本文对H公司完善自己的人力资源框架、夯实自己的人力资源管理基础有一定的现实意义。本文也可供相关规模较大且仍处于快速成长期的公司在设计自己的人力资源管理制度时参考。
Forming the human resource management mode that adaptive to the knowledge-economy is one of the most important topics of enterprise management during the knowledge-economy times. Human resource management competency is the main component of the key competitiveness, and the guidance and management to human is the hot topic of human resource management. How to make employees know their career future and work for that is the key topic of human resource management.
Firstly, this thesis introduces the basic theory and background of the competency and qualification management; defines the concept and the frame of the competency and qualification management; introduces the human resource value-chain and the mode and frame of the human resource management. Secondly, this thesis introduces the general situation and the development strategy, human resource management system, compares with the basic frame of the competency and qualification management, comes up with the problems in career development, competency and qualification standard, the process of competency and qualification management, the selection and training of management team of H company. Then use the basic frame of the competency and qualification management to systematically design for the H company career development, competency and qualification standard, provided practical solutions through sample. Finally, compared with the relations of competency and qualification management and human resource management, introduces the usage of competency and qualification management in H company human resource management, given a good solution to the request of H company in competency and qualification management.
We have a clear understanding of the frame of competency and qualification management through the introduction of this thesis, especially in competency and qualification classification, competency and qualification standard, competency and qualification assessment, and the application of competency and qualification. At the same time, the human resource value-chain, human resource management building, the double-channel concept of competency and qualification, iceberg -model of Competence that mentioned in this thesis is the foundation of this thesis, and also meaningful in the method of summarizing.
This thesis is meaningful for the H company to perfect their human resource frame and strengthen personal human resource management knowledge. This thesis is also provided some references in the human resource management system for the large-sized enterprises who are in rapidly developing.
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