分析胜任力模型 (2).docVIP

PAGE 1 PAGE 1 摘 要 在水务市场如此激励的竞争环境下,水务人才的重要性逐步凸显。人力资本已经成为水务行业重要因素之一。随着市场化改革的不断深化,水务行业的人力资本管理制度也应该加以优化,才能使人力资源从制约水务行业发展的消极因素转变为推动水务行业发展的积极因素,成为水务行业的竞争优势。 本文以 HKXJ水务公司为研究蓝本,对于水务公司存在的职工及人才队伍年龄偏大、专业技术人才严重不足、人才队伍的结构性矛盾突出、人才外流现象明显、人才作用发挥不充分等诸多问题进行分析,在充分分析HKXJ水务公司人才现状的情况下,建立行而有效的人才梯队体系。 本文以胜任力模型来研究人才梯队建设,胜任力模型的构建是人才梯队建设的基础工作,通过对岗位进行胜任力因素分析,从而得出该类岗位的关键性行为特性,得以解决人才储备、人才与其岗位匹配度的依据和标准的关键的行为特征。通过建立胜任力模型辞典,是更准确的围绕岗位特性的专业技能、各项能力以及各类职业素养等要素,以行为表现的考核为主进行客观评价来对胜任力做出科学全面的评价。人才梯队建设的关键是岗位进行分析和储备计划的配置,确保核心岗位的职责权的统一,同时在岗位胜任力模型下对该岗位的相对价值进行分析,设定合理的绩效目标及薪酬体系,以保证在绩效目标达成的情况下,留住和吸引公司与胜任力相匹配的人员。 本文通过对岗位胜任力因素的分析,确定各专业技术岗位的关键性行为特征,打开人才甄选、晋升通道,确保关键岗位后继有人,企业得以良性发展。 关键词:水务公司;梯队建设;胜任力模型。 Abstract In the competitive environment such as the water market, the importance of water resources personnel is gradually highlighted. Human capital has become one of the important factors in water industry. With the deepening of market-oriented reform, the human capital management system of water industry should also be optimized, so that human resources can be changed from the negative factors that restrict the development of water industry to the positive factors that promote the development of water industry, and become the competitive advantage of water industry. This paper takes HKXJ Water Company as the research blueprint. It analyzes the problems of the old staff and talent team, the serious shortage of professional and technical personnel, the outstanding structural contradiction of the talent team, the obvious phenomenon of brain drain, and the inadequate play of the role of human resources in the water company. It also fully analyzes the talent present situation of HKXJ Water Company. In this case, we must establish an effective and effective talent echelon system. In this paper, the competency model is used to study the talent echelon construction. The construction of the competency model is the basic work of talent echelon construction. Through the analysis of the competency factors, the key beha