本文關鍵詞：勝任力導向下的煤炭企業技術人員績效評價研究　出處：《陜西科技大學》2014年碩士論文　論文類型：學位論文

  更多相關文章： 勝任力 績效評價 煤炭企業 技術人員

【摘要】：勝任力與績效評價相關理論的研究一直都是人力資源管理中的重要內容。勝任力提供了客觀科學的優秀績效行為標準，為績效評價注入新的內涵，提供了新的思路。勝任力導向下的績效評價在績效指標的設計上可以在員工的工作業績和勝任力發展上做出適當的平衡，更好地指導績效評價，增加評價有效性。本文就是研究主旨就是以煤炭企業技術人員為例，對其勝任力導向下的績效評價進行探討，同時提出相應的實施及管理措施。 通過對國內外學者的研究成果綜合評述，可以得出勝任力導向下的績效評價已經逐漸成為理論界較為熱點的研究問題，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行深入的實證研究，但其研究多數集中在高校教師、公務員、銷售人員等方面，，針對煤炭企業技術人員的探討則非常少。煤炭企業具有工程量大、技術操作復雜、專業要求高、資源消耗大等特點，因此對技術人員的依賴和要求程度較高。傳統以結果為導向的評價體系，對技術人員的評價缺乏全面性和針對性，無法充分調動技術人員的工作積極性，也沒有起到對技術人員長期能力發展的指引作用，加上煤炭企業本身具有工作環境惡劣、工作條件艱苦等劣勢，更加不利于技術人員的引進、培養和保持。因此本文研究這一課題對煤炭企業長遠發展及技術人員素質提高有著重要的意義。 本文將勝任力的思想引入煤炭企業技術人員績效評價當中，利用理論分析和案例分析相結合的方法進行研究。首先通過文獻綜述系統闡述了國內外學者關于勝任力與績效評價之間關系的研究成果；其次本文分析了目前煤炭企業技術人員績效評價存在的問題，并在此基礎上提出將勝任力引入煤炭企業技術人員績效評價中的必要性；接著利用文獻研究、行為事件訪談以及問卷調查法構建了煤炭企業技術人員勝任力模型，并將其與傳統業績指標相結合確定了勝任力導向的績效評價指標體系；最后提出了該評價體系的具體實施，以及對人力資源管理其他環節的指導作用，并通過案例分析驗證其可行性，以期為相關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人員的綜合績效，既包含工作業績，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技術人員的工作水平。本文的研究成果主要有：第一，構建了煤炭企業技術人員勝任力模型，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，結合傳統業績評價，構建出勝任力導向下的煤炭企業技術人員績效評價指標體系，并利用層次分析法確定各指標的權重；第三，提出勝任力導向下的煤炭企業技術人員績效評價實施及其管理的相關措施，進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.
【學位授予單位】：陜西科技大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F426.21;F273.1;F272.92

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本文編號：1400921