基于纵向分层的员工360度素质评估模型研究与应用
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摘要
在日趋激烈的竞争市场与复杂多变的社会环境下,企业面临巨大的挑战,除了目标、技术或利润的压力之外,如何有效配置能够支持企业可持续发展的基石——人力资源,已成为企业亟待解决的问题。而人才测评作为人力资源管理的关键工作,越来越受到企业的高度重视。国外开始了一系列人才测评与心理研究相结合的理论与实践课题,而国内的人才测评也处于起步与借鉴阶段。如何将国外的相关研究成果与中国企业具体情况相结合,探索出适用于中国企业的人才素质评估方法,是目前人力资源研究领域急需解决的问题之一。本文从典型国有企业的具体需求出发,研究并建立了一套针对国有企业实际需求的员工素质评估指标体系,并设计了相应的评估模型,最后在某企业进行了实施与应用,论证了本论文建立评估模型的科学性、正确性和可行性。论文主要的内容安排如下:
首先,论文通过深入分析国内外人员素质评估研究现状,提出中国的国有企业在进行人员素质评估的特殊需求,指出了现有评估方法的不足;
第二,针对国内企业员工素质评估的具体要求,提出纵向分层的员工素质评估体系,分析不同层次员工的特征,进行归纳和总结,从而建立纵向分层的员工素质评估指标体系,并对指标要素进行定义和评估标准的确定;
第三,根据建立的纵向分层的员工素质评估指标体系,设计并建立员工360度素质评估模型,提出定量评估与定性评估的系统评估模型,并设计了适应的评估方法。在此基础上对评估方法进行合理性检验,从而验证评估模型的合理性;
第四,针对中国国有企业的特殊性,提出人员测评中的党员党性分析自我评估方法,为国有企业的员工素质评估提供了良好的引导与借鉴;
最后,本文以国内某企业为例,说明基于纵向分层的员工360度素质评估模型的实施与应用,对该企业的员工素质进行了评估,验证本论文提出的学术观点的科学性、正确性、有效性和可行性。
At this stage, the enormous challenges faced by enterprises, are neither the increasingly fierce competitive market, nor complex and changing social environment, but also not the objective, technical or profit pressures, but how to allocate human resource effectively,which is the cornerstone to support the development of enterprises. Talent Assessment as a key work of human resource management , is attractting people's attention. There are a series of theories and practices on the combination of talent assessment and psychological study abroad,and in our country the talent assessment is at the initial stage.How to combined the theory researches with the specific situation of Chinese enterprises,and explore for the talent assessment methodology suit to Chinese enterprises,is a urgent problem to slove. In this paper, we base on the specific needs of large and medium Chinese enterprises ,study and establish a set of evaluation index system for the employees,and design the corresponding evaluation model. At last,wu put it into implementation and application,to improve the evaluation model is operational and credibility. Papers main contents are as follows:
First,we analysis the studies of the competence-appraisal of employees ,then bring forward the special needs of competence-appraisal of employees in our country,pointed out the inadequacy of existing assessment methods;
Second,for the specific requirements of competence-appraisal of employees of domestic enterprices,we bring forward the Vertical Stratification index system ,analyzes the characteristics of different levels of staff,then establishing the vertical stratification staff quality evaluation index system,and give the definition and evaluation to the assess elements ;
Third, according to the Vertical Stratification staff quality evaluation index system,we design the 360-degree staff quality assessment model, bring forward a comprehensive assessment model which combines the quantitative assessment and qualitative assessment ,and choose the sign and selection of the adaptation assessment metheds. Finally, we give a reasonable test to the assessment methods to prove the reasonableness of the assessment model;
Fourth, for the unique of Chinese enterprises, we bring forward the party members ' self-assessment methods pioneered,and carry it out ,which provides a good guidance and reference to the staff quality assessment in Chinese enterprises
Finally, we set a domestic enterprise as example,explaine how to carry out the 360-Degree Staff Competence-appraisal Model ,verify the academic point of view of this paper is effectively and feasibility.
首先,论文通过深入分析国内外人员素质评估研究现状,提出中国的国有企业在进行人员素质评估的特殊需求,指出了现有评估方法的不足;
第二,针对国内企业员工素质评估的具体要求,提出纵向分层的员工素质评估体系,分析不同层次员工的特征,进行归纳和总结,从而建立纵向分层的员工素质评估指标体系,并对指标要素进行定义和评估标准的确定;
第三,根据建立的纵向分层的员工素质评估指标体系,设计并建立员工360度素质评估模型,提出定量评估与定性评估的系统评估模型,并设计了适应的评估方法。在此基础上对评估方法进行合理性检验,从而验证评估模型的合理性;
第四,针对中国国有企业的特殊性,提出人员测评中的党员党性分析自我评估方法,为国有企业的员工素质评估提供了良好的引导与借鉴;
最后,本文以国内某企业为例,说明基于纵向分层的员工360度素质评估模型的实施与应用,对该企业的员工素质进行了评估,验证本论文提出的学术观点的科学性、正确性、有效性和可行性。
At this stage, the enormous challenges faced by enterprises, are neither the increasingly fierce competitive market, nor complex and changing social environment, but also not the objective, technical or profit pressures, but how to allocate human resource effectively,which is the cornerstone to support the development of enterprises. Talent Assessment as a key work of human resource management , is attractting people's attention. There are a series of theories and practices on the combination of talent assessment and psychological study abroad,and in our country the talent assessment is at the initial stage.How to combined the theory researches with the specific situation of Chinese enterprises,and explore for the talent assessment methodology suit to Chinese enterprises,is a urgent problem to slove. In this paper, we base on the specific needs of large and medium Chinese enterprises ,study and establish a set of evaluation index system for the employees,and design the corresponding evaluation model. At last,wu put it into implementation and application,to improve the evaluation model is operational and credibility. Papers main contents are as follows:
First,we analysis the studies of the competence-appraisal of employees ,then bring forward the special needs of competence-appraisal of employees in our country,pointed out the inadequacy of existing assessment methods;
Second,for the specific requirements of competence-appraisal of employees of domestic enterprices,we bring forward the Vertical Stratification index system ,analyzes the characteristics of different levels of staff,then establishing the vertical stratification staff quality evaluation index system,and give the definition and evaluation to the assess elements ;
Third, according to the Vertical Stratification staff quality evaluation index system,we design the 360-degree staff quality assessment model, bring forward a comprehensive assessment model which combines the quantitative assessment and qualitative assessment ,and choose the sign and selection of the adaptation assessment metheds. Finally, we give a reasonable test to the assessment methods to prove the reasonableness of the assessment model;
Fourth, for the unique of Chinese enterprises, we bring forward the party members ' self-assessment methods pioneered,and carry it out ,which provides a good guidance and reference to the staff quality assessment in Chinese enterprises
Finally, we set a domestic enterprise as example,explaine how to carry out the 360-Degree Staff Competence-appraisal Model ,verify the academic point of view of this paper is effectively and feasibility.
引文
[1]申林.中国HR测评的现在进行时[J].财智-人力资源读本,2004(2),27-29.
[2]龙燕梅,唐忠明.中国企业人才测评现状调查[J].财智——人力资源读本,2004(2),30-37.
[3]李贵林.军队院校本科学员综合素质评估[D].国防科技大学管理学硕士学位论文,2003.
[4]刑伟.企业生产部门的员工素质评价研究[D].河海大学商学院硕士学位论文,2006.
[5] Boyatzis RE. Rendering into competence the things that are competent[M].Amercican Psychologist,1994,49:64-66.
[6] Woodruff C. Assessment Centres:Identifying and Developing Competence[J].Long Range Planning,Feb91,Vol.24 Issue 1,p123-123.
[7]朋震.素质模型在企业人力资源管理中的地位及作用[J].科学管理研究,2004(4).
[8]杨东涛,朱武生.基于胜任力的人力资源管理研究[J].中国人力资源开发,2002(9).
[9]彭剑锋,荆小娟.员工素质模型设计[M].中国人民大学出版社,2003.
[10]素质模型及其构建技术研究[D].南京航空航天大学,2005.
[11]孙宗虎,庄俊岩。人员测评实务手册[M].北京:人民邮电出版社,2008.
[12]安鸿章.特征原理与应用[M].北京:中国劳动社会保障出版社,2008.
[13]张延平,王满四著.人力资源管理原理、技巧与应用[M].北京:清华大学出版社,2007.
[14] Boyatzis R. E. The competent manager: a model for effective performance. New York:Wiley[M],1982.
[15] Charlene Marmer Solonom. Putting HR on the Score Card[M], 2000.
[16] David D. Duboid, William J. Rothwell. Competency-based Human Resource Management. Davies-Black Publishing[M], 2004.
[17] Parry, S. R. The quest for competencies. Training[M], 1996.
[18] Minor,F.J. Computer applications in career development.In:D.T.Hall,Career development in organizations.San Francisco:Jossey-Bass Inc.Publishers[M],1986.
[19] Lawler III E. From job-based to competency-based organizations. Journal of Organizational Behavior, 1994.
[20] A.Kaufmann. Biography On Fuzzy Subsets Theory and its Application[M], 1980.
[21] C.V. Negotia Applications of Fuzzy sets to System Analysis[M], 1975.
[22] Sanchez J, Anntoinette D, Lucia and Richard Lepsinger.The Art and Science of Competency Models:Pinpointing Critical Success Factors[J].Personnel Psychology,2000,Vol.53 Issue 2.
[23] Bob Mansfield,Lindsay Mitchell.Towards a Competent Workforce[M].Gower Pub Co,1996
[24] Schippmann JS,Ash RA,Battista M.The practice of competency modeling[M].PersonnelPsychology,2000,53(3):703-740.
[25] Lawler E.From job-based to competency-based organizations[J].Journal of Organizational Behavior,1994,15(1):3-15.
[26] Mckenna E,Beech N.The Essence of Human Resource Management[M].Prentice Hall International(UK)Ltd,1995.
[27]程社明.你的职业——职业生涯开发与管理.改革出版社,1999.
[28] [美]爱德华.霍夫曼.人才心理测评[M].中国财政经济出版社,2002.
[29]黄希庭.人格心理学[M].浙江教育出版社,2002.
[30]凌文辁,方俐洛.心理与行为测量[M].机械工业出版社,2003.
[31]宁德,张辉.素质模型合理性评价方法[J].企业改革与管理,2006(1):24-31.
[32]杨旭芳,杨宇.生产技术部主任胜任素质模型构建[J].中国劳动,2005(4):98—105
[33] [美]迈克尔.茨威尔.基于能力的人力资源管理[M].华夏出版社,2002
[34]李明斐,卢小君.胜任力与胜利模型构建方法研究[J].大连理工大学学报(社会科学版),2004(3):15-21.
[35]王立斌,徐芳.企业管理者通用核心素质模型的构建[J].企业人力资源管理,2004(3):121-127.
[36]康丽,沈进.胜任特征模型——人力资源管理的新模式[J].经济管理,2004.18.6:167-173.
[37]马欣川.企业管理人员能力素质测评的方法研究[M].人类工效学,2001,2.
[38]肖鸣政,张正武,王保亮.工作取样法:人才素质测评的新方法[J].中国人才,2001.9:102-107.
[39]刘玉凡.人格特征对销售员的绩效的预测[D].中国科学院心理研究所工业心理学硕士研究生毕业论文,2001.
[40]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,2002.03:112-118.
[41]王重鸣,陈民科.管理胜任力特征分析:结构方程模型检验[J].心理学报,2002.05:45-52
[42]苗青,王重鸣.基于企业竞争力的企业家胜任力模型[J].中国地质大学学报,2003.03:78-85.
[43]刘建洲.领导人才素质测评:理论与方法的新发展及其中国化研究[J].上海行政学院学报,2003.3:115-124.
[44]安鸿章.岗位胜任特征模型的构建与完善[J].经济与管理研究,2003.4:117-125.
[45]李卿.重庆市民营企业员工素质模型构建研究[D].重庆大学企业管理专业硕士论文,2007
[46]郭庆松,申林.人力资源测评及其在人力资源管理中的应用[C].人力资源管理专业教学与实践论文集,2002.
[47]肖鸣政.试论人力资源配置及其作用模式[J].中国地质大学学报.2001,4: 49-53.
[48]韩庆祥.能本管理—现代人力资源管理的新思路.劳动经济与人力资源管理.2000,1:35—39.
[49]段宗雷.试论企业竞争优势的能力基础.科技进步与对策.2003,10:82-86.
[50]刘益.企业竞争优势形成的综合分析模型.管理工程学报.2001,4:28—31.
[2]龙燕梅,唐忠明.中国企业人才测评现状调查[J].财智——人力资源读本,2004(2),30-37.
[3]李贵林.军队院校本科学员综合素质评估[D].国防科技大学管理学硕士学位论文,2003.
[4]刑伟.企业生产部门的员工素质评价研究[D].河海大学商学院硕士学位论文,2006.
[5] Boyatzis RE. Rendering into competence the things that are competent[M].Amercican Psychologist,1994,49:64-66.
[6] Woodruff C. Assessment Centres:Identifying and Developing Competence[J].Long Range Planning,Feb91,Vol.24 Issue 1,p123-123.
[7]朋震.素质模型在企业人力资源管理中的地位及作用[J].科学管理研究,2004(4).
[8]杨东涛,朱武生.基于胜任力的人力资源管理研究[J].中国人力资源开发,2002(9).
[9]彭剑锋,荆小娟.员工素质模型设计[M].中国人民大学出版社,2003.
[10]素质模型及其构建技术研究[D].南京航空航天大学,2005.
[11]孙宗虎,庄俊岩。人员测评实务手册[M].北京:人民邮电出版社,2008.
[12]安鸿章.特征原理与应用[M].北京:中国劳动社会保障出版社,2008.
[13]张延平,王满四著.人力资源管理原理、技巧与应用[M].北京:清华大学出版社,2007.
[14] Boyatzis R. E. The competent manager: a model for effective performance. New York:Wiley[M],1982.
[15] Charlene Marmer Solonom. Putting HR on the Score Card[M], 2000.
[16] David D. Duboid, William J. Rothwell. Competency-based Human Resource Management. Davies-Black Publishing[M], 2004.
[17] Parry, S. R. The quest for competencies. Training[M], 1996.
[18] Minor,F.J. Computer applications in career development.In:D.T.Hall,Career development in organizations.San Francisco:Jossey-Bass Inc.Publishers[M],1986.
[19] Lawler III E. From job-based to competency-based organizations. Journal of Organizational Behavior, 1994.
[20] A.Kaufmann. Biography On Fuzzy Subsets Theory and its Application[M], 1980.
[21] C.V. Negotia Applications of Fuzzy sets to System Analysis[M], 1975.
[22] Sanchez J, Anntoinette D, Lucia and Richard Lepsinger.The Art and Science of Competency Models:Pinpointing Critical Success Factors[J].Personnel Psychology,2000,Vol.53 Issue 2.
[23] Bob Mansfield,Lindsay Mitchell.Towards a Competent Workforce[M].Gower Pub Co,1996
[24] Schippmann JS,Ash RA,Battista M.The practice of competency modeling[M].PersonnelPsychology,2000,53(3):703-740.
[25] Lawler E.From job-based to competency-based organizations[J].Journal of Organizational Behavior,1994,15(1):3-15.
[26] Mckenna E,Beech N.The Essence of Human Resource Management[M].Prentice Hall International(UK)Ltd,1995.
[27]程社明.你的职业——职业生涯开发与管理.改革出版社,1999.
[28] [美]爱德华.霍夫曼.人才心理测评[M].中国财政经济出版社,2002.
[29]黄希庭.人格心理学[M].浙江教育出版社,2002.
[30]凌文辁,方俐洛.心理与行为测量[M].机械工业出版社,2003.
[31]宁德,张辉.素质模型合理性评价方法[J].企业改革与管理,2006(1):24-31.
[32]杨旭芳,杨宇.生产技术部主任胜任素质模型构建[J].中国劳动,2005(4):98—105
[33] [美]迈克尔.茨威尔.基于能力的人力资源管理[M].华夏出版社,2002
[34]李明斐,卢小君.胜任力与胜利模型构建方法研究[J].大连理工大学学报(社会科学版),2004(3):15-21.
[35]王立斌,徐芳.企业管理者通用核心素质模型的构建[J].企业人力资源管理,2004(3):121-127.
[36]康丽,沈进.胜任特征模型——人力资源管理的新模式[J].经济管理,2004.18.6:167-173.
[37]马欣川.企业管理人员能力素质测评的方法研究[M].人类工效学,2001,2.
[38]肖鸣政,张正武,王保亮.工作取样法:人才素质测评的新方法[J].中国人才,2001.9:102-107.
[39]刘玉凡.人格特征对销售员的绩效的预测[D].中国科学院心理研究所工业心理学硕士研究生毕业论文,2001.
[40]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,2002.03:112-118.
[41]王重鸣,陈民科.管理胜任力特征分析:结构方程模型检验[J].心理学报,2002.05:45-52
[42]苗青,王重鸣.基于企业竞争力的企业家胜任力模型[J].中国地质大学学报,2003.03:78-85.
[43]刘建洲.领导人才素质测评:理论与方法的新发展及其中国化研究[J].上海行政学院学报,2003.3:115-124.
[44]安鸿章.岗位胜任特征模型的构建与完善[J].经济与管理研究,2003.4:117-125.
[45]李卿.重庆市民营企业员工素质模型构建研究[D].重庆大学企业管理专业硕士论文,2007
[46]郭庆松,申林.人力资源测评及其在人力资源管理中的应用[C].人力资源管理专业教学与实践论文集,2002.
[47]肖鸣政.试论人力资源配置及其作用模式[J].中国地质大学学报.2001,4: 49-53.
[48]韩庆祥.能本管理—现代人力资源管理的新思路.劳动经济与人力资源管理.2000,1:35—39.
[49]段宗雷.试论企业竞争优势的能力基础.科技进步与对策.2003,10:82-86.
[50]刘益.企业竞争优势形成的综合分析模型.管理工程学报.2001,4:28—31.