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  本文關(guān)鍵詞：勝任力導(dǎo)向下的煤炭企業(yè)技術(shù)人員績效評價研究　出處：《陜西科技大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 勝任力 績效評價 煤炭企業(yè) 技術(shù)人員

【摘要】：勝任力與績效評價相關(guān)理論的研究一直都是人力資源管理中的重要內(nèi)容。勝任力提供了客觀科學(xué)的優(yōu)秀績效行為標(biāo)準(zhǔn)，為績效評價注入新的內(nèi)涵，提供了新的思路。勝任力導(dǎo)向下的績效評價在績效指標(biāo)的設(shè)計上可以在員工的工作業(yè)績和勝任力發(fā)展上做出適當(dāng)?shù)钠胶猓�更好地指�?dǎo)績效評價，增加評價有效性。本文就是研究主旨就是以煤炭企業(yè)技術(shù)人員為例，對其勝任力導(dǎo)向下的績效評價進(jìn)行探討，同時提出相應(yīng)的實(shí)施及管理措施。 通過對國內(nèi)外學(xué)者的研究成果綜合評述，可以得出勝任力導(dǎo)向下的績效評價已經(jīng)逐漸成為理論界較為熱點(diǎn)的研究問題，對其研究由最初的理論闡述到如今針對各行各崗位分別進(jìn)行深入的實(shí)證研究，但其研究多數(shù)集中在高校教師、公務(wù)員、銷售人員等方面，，針對煤炭企業(yè)技術(shù)人員的探討則非常少。煤炭企業(yè)具有工程量大、技術(shù)操作復(fù)雜、專業(yè)要求高、資源消耗大等特點(diǎn)，因此對技術(shù)人員的依賴和要求程度較高。傳統(tǒng)以結(jié)果為導(dǎo)向的評價體系，對技術(shù)人員的評價缺乏全面性和針對性，無法充分調(diào)動技術(shù)人員的工作積極性，也沒有起到對技術(shù)人員長期能力發(fā)展的指引作用，加上煤炭企業(yè)本身具有工作環(huán)境惡劣、工作條件艱苦等劣勢，更加不利于技術(shù)人員的引進(jìn)、培養(yǎng)和保持。因此本文研究這一課題對煤炭企業(yè)長遠(yuǎn)發(fā)展及技術(shù)人員素質(zhì)提高有著重要的意義。 本文將勝任力的思想引入煤炭企業(yè)技術(shù)人員績效評價當(dāng)中，利用理論分析和案例分析相結(jié)合的方法進(jìn)行研究。首先通過文獻(xiàn)綜述系統(tǒng)闡述了國內(nèi)外學(xué)者關(guān)于勝任力與績效評價之間關(guān)系的研究成果；其次本文分析了目前煤炭企業(yè)技術(shù)人員績效評價存在的問題，并在此基礎(chǔ)上提出將勝任力引入煤炭企業(yè)技術(shù)人員績效評價中的必要性；接著利用文獻(xiàn)研究、行為事件訪談以及問卷調(diào)查法構(gòu)建了煤炭企業(yè)技術(shù)人員勝任力模型，并將其與傳統(tǒng)業(yè)績指標(biāo)相結(jié)合確定了勝任力導(dǎo)向的績效評價指標(biāo)體系；最后提出了該評價體系的具體實(shí)施，以及對人力資源管理其他環(huán)節(jié)的指導(dǎo)作用，并通過案例分析驗(yàn)證其可行性，以期為相關(guān)問題的研究和解決提供一些思路和借鑒。 本文研究的績效是指技術(shù)人員的綜合績效，既包含工作業(yè)績，又包含崗位勝任能力，短期與長期績效并重，更加全面的衡量煤炭企業(yè)技術(shù)人員的工作水平。本文的研究成果主要有：第一，構(gòu)建了煤炭企業(yè)技術(shù)人員勝任力模型，該模型將勝任力劃分為六個維度，共計22項勝任力特征；第二，結(jié)合傳統(tǒng)業(yè)績評價，構(gòu)建出勝任力導(dǎo)向下的煤炭企業(yè)技術(shù)人員績效評價指標(biāo)體系，并利用層次分析法確定各指標(biāo)的權(quán)重；第三，提出勝任力導(dǎo)向下的煤炭企業(yè)技術(shù)人員績效評價實(shí)施及其管理的相關(guān)措施，進(jìn)一步完善本文的研究。
[Abstract]:Competence and performance evaluation theory research has been an important part of human resource management. Competency provides an objective and scientific standard of excellent performance behavior and injects new connotation into performance evaluation. It provides a new way of thinking. Competence-oriented performance evaluation in the design of performance indicators can make a proper balance between performance and competency development of employees, and better guide performance evaluation. The purpose of this paper is to take the technical personnel of coal enterprises as an example to discuss the performance evaluation under the guidance of competence, and to put forward the corresponding implementation and management measures at the same time. Through a comprehensive review of the research results of domestic and foreign scholars, it can be concluded that performance-oriented performance evaluation has gradually become a hot research issue in the field of theory. From the initial theoretical elaboration to the current in-depth empirical research on the posts of each bank, but the majority of its research focused on university teachers, civil servants, sales personnel and so on. The discussion of technical personnel in coal enterprises is very few. Coal enterprises have the characteristics of large amount of engineering, complex technical operation, high professional requirements and large consumption of resources. Therefore, the degree of dependence and requirements on technical personnel is high. Traditional results-oriented evaluation system, the evaluation of technical personnel lack of comprehensiveness and pertinence, can not fully mobilize the enthusiasm of technical personnel. Nor has it played a guiding role in the long-term development of technical personnel, plus the coal enterprises themselves have poor working environment, difficult working conditions and other disadvantages, which is even more detrimental to the introduction of technical personnel. Therefore, the study of this subject is of great significance to the long-term development of coal enterprises and the improvement of the quality of technical personnel. This paper introduces the idea of competence into the performance evaluation of technical personnel in coal enterprises. Firstly, through the literature review, the author systematically expounds the research results of the relationship between competency and performance evaluation. Secondly, this paper analyzes the problems existing in the performance evaluation of technical personnel in coal enterprises, and puts forward the necessity of introducing competence into the performance evaluation of technical personnel in coal enterprises. Then, the competency model of technical personnel in coal enterprises is constructed by literature research, behavior event interview and questionnaire survey, and the competency oriented performance evaluation index system is determined by combining it with traditional performance indicators. Finally, the paper puts forward the concrete implementation of the evaluation system and its guiding role to other links of human resources management, and verifies its feasibility through case analysis. In order to provide some ideas and reference for the research and solution of related problems. The performance studied in this paper refers to the comprehensive performance of technical personnel, which includes both job performance and post competence, and pays equal attention to short-term and long-term performance. The main research results of this paper are as follows: first, the competency model of technical personnel in coal enterprises is constructed, which divides competency into six dimensions. A total of 22 competency features; Secondly, combining with the traditional performance evaluation, the paper constructs the competency oriented performance evaluation index system of technical personnel in coal enterprises, and uses AHP to determine the weight of each index. Thirdly, put forward the relevant measures of performance evaluation and management of technical personnel in coal enterprises under the guidance of competency, and further improve the research of this paper.
【學(xué)位授予單位】：陜西科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F426.21;F273.1;F272.92

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