无领导小组讨论选拔销售经理的评价工具设计
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摘要
对每个企业来讲,销售都是企业经营环节中必不可少的一个阶段。销售经理的素质和能力对企业开展业务尤为关键。企业现在对人、职、组织的匹配越来越重视,通过对销售经理这一岗位胜任特征的研究,有助于我们构建销售经理的胜任特征模型。而现在,无领导小组讨论技术也被企业广泛接受,在确定了销售经理胜任特征模型的基础上,设计无领导小组讨论选拔销售经理的评价工具,使专家评价的维度量化,可以为企业用无领导小组讨论选拔销售经理提供更客观的评价标准。
论文的主要内容包括三个部分。第一部分,采用文案调查法对胜任特征理论和无领导小组讨论理论进行研究,分别对其进行概述,并呈现两个理论在国内外的发展现状。
第二部分,选取了30位销售经理,采用以关键事件技术和主题统觉法为基础的行为事件访谈法对其进行访谈。借鉴胜任特征词典对访谈资料进行编码处理,运用SPSS16.0统计软件对绩效优秀组与一般组进行差异显著性检验。初步构建了管理族、成就族及个人效能族3大类共10项胜任特征,并对销售经理的胜任特征进行诠释。根据初步的胜任特征模型,编制了销售经理胜任特征自评问卷。预试阶段对问卷进行修订,正试阶段对240位销售经理进行测试,并利用AMOS7.0对胜任特征模型进行验证。
第三部分,无领导小组讨论选拔销售经理的评价工具设计,这是他人对销售经理的一个评价标准的设计。因此,在销售经理胜任特征自评问卷的基础上,编制了销售经理胜任特征他评问卷。预试阶段对问卷进行修订,正试阶段对上层领导和人力资源专业的学生共423人进行测试。除进行探索性因素分析和验证性因素分析外,在他评问卷的基础上设计了评分标准,以此使无领导小组讨论选拔销售经理的评价标准量化。
论文的主要贡献在于构建了销售经理的通用胜任特征模型,并结合无领导小组讨论技术,设计出选拔销售经理的评价工具。这是胜任特征理论的发展,也是无领导小组讨论选拔方式科学化的发展,使胜任特征理论和无领导小组讨论得到更好的结合,也使评价工具更加客观。
Sale is absolutely necessary step for every enterprise normal operation. The quality and competency of sale manger is import for enterprise business. The enterprise is more and more pay attention to the match of person, function and organization. Through the research on the sale manager position about competency, we can easily construct the model of sale manager’s competency. At present, the enterprise widely accepted the technology of Leadless Group Discussion. Based on the model, we designed evolution tool which select sale manger by Leadless Group Discussion. That can not only make the evaluative dimension of expert quantification, but also provide more object evaluation criteria when enterprise selects sale manager with Leadless Group Discussion.
This academic paper contains three main parts. The first part, it research on the theory of competency and Leadless Group Discussion whit the method of copywriter investigation. Also, it sketches out the theory of competency and Leadless Group Discussion and appears the presentation of the two theories at home and abroad.
The second part, this article used Behavior Event Interview what based on Critical Incident Technique and Thematic Apperception Test, to interview on 30 sale mangers. We code the interview information with competence dictionary and use the SPSS16.0 statistical software to differences significant test between performance outstanding group and performance generally group. At last, we initially construct the model of sale manger which contains management clan, achievement clan and personal effectiveness clan. The three clans include 10 competencies, and we interpret the competency. On the basis of initially model, we compiled self-reported questionnaire. In the pilot test, we revisit the questionnaire. After the pretest, we test 240 sale managers and validated the model by AMOS7.0.
The third parts, the design of revolution tool that select sale manager with Leadless group discussion. It is a design of standard that others evolutes sale manager. So, based on the sale manger self-reported questionnaire, we compiled sale manager other-reported questionnaire. In the pilot test, we revisit the questionnaire. After the pretest, we test 423 upper leaders and students of major in Human Resource Management. We use exploratory factor analysis and confirmatory factor analysis to analysis the questionnaire. Moreover, based on the other-reported questionnaire, it designed marking standard. So, it makes the evolution standard that Leaderless Group Discussion selects sale manger quantization.
The main contribution of this paper is construct the competency model of sale manager, and combine whit the technology of Leaderless Group Discussion to design the evolution tool that select sale manager. It is not only the development of the theory of competency, but also the development of way of select scientific. Moreover, it better combined the two theory and make the evolution tool objectivity.
论文的主要内容包括三个部分。第一部分,采用文案调查法对胜任特征理论和无领导小组讨论理论进行研究,分别对其进行概述,并呈现两个理论在国内外的发展现状。
第二部分,选取了30位销售经理,采用以关键事件技术和主题统觉法为基础的行为事件访谈法对其进行访谈。借鉴胜任特征词典对访谈资料进行编码处理,运用SPSS16.0统计软件对绩效优秀组与一般组进行差异显著性检验。初步构建了管理族、成就族及个人效能族3大类共10项胜任特征,并对销售经理的胜任特征进行诠释。根据初步的胜任特征模型,编制了销售经理胜任特征自评问卷。预试阶段对问卷进行修订,正试阶段对240位销售经理进行测试,并利用AMOS7.0对胜任特征模型进行验证。
第三部分,无领导小组讨论选拔销售经理的评价工具设计,这是他人对销售经理的一个评价标准的设计。因此,在销售经理胜任特征自评问卷的基础上,编制了销售经理胜任特征他评问卷。预试阶段对问卷进行修订,正试阶段对上层领导和人力资源专业的学生共423人进行测试。除进行探索性因素分析和验证性因素分析外,在他评问卷的基础上设计了评分标准,以此使无领导小组讨论选拔销售经理的评价标准量化。
论文的主要贡献在于构建了销售经理的通用胜任特征模型,并结合无领导小组讨论技术,设计出选拔销售经理的评价工具。这是胜任特征理论的发展,也是无领导小组讨论选拔方式科学化的发展,使胜任特征理论和无领导小组讨论得到更好的结合,也使评价工具更加客观。
Sale is absolutely necessary step for every enterprise normal operation. The quality and competency of sale manger is import for enterprise business. The enterprise is more and more pay attention to the match of person, function and organization. Through the research on the sale manager position about competency, we can easily construct the model of sale manager’s competency. At present, the enterprise widely accepted the technology of Leadless Group Discussion. Based on the model, we designed evolution tool which select sale manger by Leadless Group Discussion. That can not only make the evaluative dimension of expert quantification, but also provide more object evaluation criteria when enterprise selects sale manager with Leadless Group Discussion.
This academic paper contains three main parts. The first part, it research on the theory of competency and Leadless Group Discussion whit the method of copywriter investigation. Also, it sketches out the theory of competency and Leadless Group Discussion and appears the presentation of the two theories at home and abroad.
The second part, this article used Behavior Event Interview what based on Critical Incident Technique and Thematic Apperception Test, to interview on 30 sale mangers. We code the interview information with competence dictionary and use the SPSS16.0 statistical software to differences significant test between performance outstanding group and performance generally group. At last, we initially construct the model of sale manger which contains management clan, achievement clan and personal effectiveness clan. The three clans include 10 competencies, and we interpret the competency. On the basis of initially model, we compiled self-reported questionnaire. In the pilot test, we revisit the questionnaire. After the pretest, we test 240 sale managers and validated the model by AMOS7.0.
The third parts, the design of revolution tool that select sale manager with Leadless group discussion. It is a design of standard that others evolutes sale manager. So, based on the sale manger self-reported questionnaire, we compiled sale manager other-reported questionnaire. In the pilot test, we revisit the questionnaire. After the pretest, we test 423 upper leaders and students of major in Human Resource Management. We use exploratory factor analysis and confirmatory factor analysis to analysis the questionnaire. Moreover, based on the other-reported questionnaire, it designed marking standard. So, it makes the evolution standard that Leaderless Group Discussion selects sale manger quantization.
The main contribution of this paper is construct the competency model of sale manager, and combine whit the technology of Leaderless Group Discussion to design the evolution tool that select sale manager. It is not only the development of the theory of competency, but also the development of way of select scientific. Moreover, it better combined the two theory and make the evolution tool objectivity.
引文
1 McClelland. Testing For Competency Rather than Intelligence[J].American psychologist,1973
2 Fleishman.E.A.,Wetrogen.L.1.,Uhlman,C.E.,&Marshall-Mies,J.C.In Peterson,N.G.,Mumford,M.D.,Borman,W.C.,Jeanneret,P.R.,Fleishman,E.A.(Eds.),Development of prototype occupational information network content model[R].Utah: Utah Department of Employment Security,1995.
1 Sandberg,Jorgen.Understanding Human Competence at work: An Interpretative Approach [J]. Academy of Management Journal,Feb2000
1吴能全,许峰.胜任能力模型设计与应用[M].广东经济出版社,2006
1黎恒,丁晓岚.LGD实务操作——中层管理人才选拔案例[J],中国人力资源开发,2002(9)
1王垒,中国管理者胜任力特征模型,载赵曙明等人主编,人力资源管理研究新进展[C].南京:南京大学出版社,2002(12):288-304
[1] F.W.Taylor,科学管理原则[M].胡隆祖等译.北京:中国社会科学出版社,1984.
[2]林泽炎,王继成.人事测评技术[M].广东:广东经济出版社,2001.
[3] Boyatzis,The competence manager: A model for effective performance[M].John Wiley,1982.
[4] Lyle M. Spencer,Signe M Spencer,才能评鉴法:建立卓越的绩效模式[M].魏梅金译.汕头:汕头大学出版社,2003.
[5] Spencer L.M.,Spencer S.M.,Comperence at work[J].New York: John Wiley&Sons,1993,256-258
[6] Reinhard H.Sehmidt,Claus-Peter Zeitinger, Problems and Poteniial of Credit-Granting[J].1996(1):112-114
[7] Reinhard H.Sehmidt,J·W.Goethe-University, The Pers Peetive of the Partiei Pant Observers: Abriefaeeount of the history of IPC and IMI[J].2004(21):28-30
[8] Kyoo Yup Chung,Hotel Management Curricuime Reform Based on Required Competencies of Hotel Employees and Career Success in the Hotel Industry[J].Toutism Management,2000(21):437-487
[9]王重鸣,陈民科.管理胜任力特质分析的研究[J].管理科学,2002,25(5):25-68.
[10]时勘,王继承.企业高层管理者胜任特征模型评价的研究[J].心理学报,2002(3):306-311.
[11]顾琴轩,李剑,朱牧.转型期国有企业中层销售经理胜任力的研究[J].东华大学学报(自然科学版),2001,27(5):4-9.
[12]仲理峰,时勘.家族企业高层管理者胜任特征模型[J].心理学报,2004,36(l):114-115.
[13]解冻,唐宁玉,李效云.试论基于个体胜任力的组织胜任力[J].科学经济社会,2003(2):34-38.
[14] Campbell,RichardJ.Bray,Douglas W. Use of an Assessment Center as an Aid in Management Selection [J]. Personnel Psychology,1993(9):691.
[15] Hayes, Theodore L., Citera, Maryalice.Staffing for Persons with Disabilities: What is‘fair’and‘job Related’?[J].Public Management,1995(24):413.
[16] York, KennethM..Experientiai and Creative Management Exercises Using an Assessment Center. Journal of Education for Business,1995(2):141.
[17] Riggio Ronald E., Aguirre, Monica, etal.The use of Assessment center methods for Student Outcome Assessment. Journal of Social Behavior & Personality,1997(12): 273.
[18] Lance,Charles E.,Newbolt,William H. etal. Assessment Center Exercise Factors Represent Cross-Situational Specificity, Not Method Bias[J].Human Performance,2000(13):323.
[19] Gaufler,B.B.,Thornton D,G.C. Number of Assessment Center Dimensions as a determinant of assessor accuracy[J].Journal of Applied Psychology,1989(74):611-618.
[20]吴志明,张厚粲.评价中心的构想效度和结构模型[J].心理学报,2001(4):312-318.
[21] Lowry P.E.,Educational Measurement [M].Now York:Macmillian Publishing,1993.
[22]付印红,完善公务员考录面试工作的思考[J],中国公务员,1998(8):31-32.
[23]陈廷理,国有企业经营者选拔方法初探[J].能源基地建设,1998(4),50-51.
[24]黎恒.无领导小组讨论研究现状和理论进展[J].人类工效学,2005(3):61-63,67.
[25]任静,翟洪昌.“无领导小组讨论在中国”[J].管理观察,2009(11):208-209.
[26]苏永华,柴雪,丁玉洋.LGD技术实施中的信度与效度问题研究[J].人类功效学,1998,6(2):29-31.
[27]关培兰,苏永华.“LGD”在人员招聘中的应用研究,武汉大学学报(哲社版),1999(2):32-35.
[28]吴谅谅,何琪.“无领导小组讨论”的应用[J].中国人力资源开发,2001(7):33-35.
[29]彭平根.LGD在选拔企业高级管理人才方面的实证研究[J].心理科学,2002(5):576-579.
[30]黎恒,丁晓岚.LGD实务操作—中层管理人才选拔案例[J].中国人力资源开发,2002(9):39-41.
[31]何琪.成功实施无领导小组讨论的五大关键点——以S集团遴选中层管理人员为例[J].中国人才,2008(5):72-74.
[32]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(7):18-20.
[33] Bellsouth. Behavioral Event Interview [J].Journal of BEI,2002(7):25-49.
[34] Ed LawlerⅢ,“From Job-Based to Competence-Based Orgnizations”[J].Journal of Organizations Behavior,2003,21(1):305-356.
[35]大卫·杜伯伊斯著,李芳龄译.绩效跃进:才能评鉴的极致运用[M].汕头:汕头大学出版社,2003.
[36]王继承.谁能胜任[M].北京:中国财政经济出版社,2004.
[37]吴明隆.SPSS统计应用实务[M].北京:中国铁道出版社,2000.
[38]吴明隆.结构方程模型——AMOS的操作与应用[M].重庆:重庆大学出版社,2009.
[39]侯杰泰,温忠麟,成子娟.结构方程建模及其应用[M].北京:科学教育出版社,2004.
2 Fleishman.E.A.,Wetrogen.L.1.,Uhlman,C.E.,&Marshall-Mies,J.C.In Peterson,N.G.,Mumford,M.D.,Borman,W.C.,Jeanneret,P.R.,Fleishman,E.A.(Eds.),Development of prototype occupational information network content model[R].Utah: Utah Department of Employment Security,1995.
1 Sandberg,Jorgen.Understanding Human Competence at work: An Interpretative Approach [J]. Academy of Management Journal,Feb2000
1吴能全,许峰.胜任能力模型设计与应用[M].广东经济出版社,2006
1黎恒,丁晓岚.LGD实务操作——中层管理人才选拔案例[J],中国人力资源开发,2002(9)
1王垒,中国管理者胜任力特征模型,载赵曙明等人主编,人力资源管理研究新进展[C].南京:南京大学出版社,2002(12):288-304
[1] F.W.Taylor,科学管理原则[M].胡隆祖等译.北京:中国社会科学出版社,1984.
[2]林泽炎,王继成.人事测评技术[M].广东:广东经济出版社,2001.
[3] Boyatzis,The competence manager: A model for effective performance[M].John Wiley,1982.
[4] Lyle M. Spencer,Signe M Spencer,才能评鉴法:建立卓越的绩效模式[M].魏梅金译.汕头:汕头大学出版社,2003.
[5] Spencer L.M.,Spencer S.M.,Comperence at work[J].New York: John Wiley&Sons,1993,256-258
[6] Reinhard H.Sehmidt,Claus-Peter Zeitinger, Problems and Poteniial of Credit-Granting[J].1996(1):112-114
[7] Reinhard H.Sehmidt,J·W.Goethe-University, The Pers Peetive of the Partiei Pant Observers: Abriefaeeount of the history of IPC and IMI[J].2004(21):28-30
[8] Kyoo Yup Chung,Hotel Management Curricuime Reform Based on Required Competencies of Hotel Employees and Career Success in the Hotel Industry[J].Toutism Management,2000(21):437-487
[9]王重鸣,陈民科.管理胜任力特质分析的研究[J].管理科学,2002,25(5):25-68.
[10]时勘,王继承.企业高层管理者胜任特征模型评价的研究[J].心理学报,2002(3):306-311.
[11]顾琴轩,李剑,朱牧.转型期国有企业中层销售经理胜任力的研究[J].东华大学学报(自然科学版),2001,27(5):4-9.
[12]仲理峰,时勘.家族企业高层管理者胜任特征模型[J].心理学报,2004,36(l):114-115.
[13]解冻,唐宁玉,李效云.试论基于个体胜任力的组织胜任力[J].科学经济社会,2003(2):34-38.
[14] Campbell,RichardJ.Bray,Douglas W. Use of an Assessment Center as an Aid in Management Selection [J]. Personnel Psychology,1993(9):691.
[15] Hayes, Theodore L., Citera, Maryalice.Staffing for Persons with Disabilities: What is‘fair’and‘job Related’?[J].Public Management,1995(24):413.
[16] York, KennethM..Experientiai and Creative Management Exercises Using an Assessment Center. Journal of Education for Business,1995(2):141.
[17] Riggio Ronald E., Aguirre, Monica, etal.The use of Assessment center methods for Student Outcome Assessment. Journal of Social Behavior & Personality,1997(12): 273.
[18] Lance,Charles E.,Newbolt,William H. etal. Assessment Center Exercise Factors Represent Cross-Situational Specificity, Not Method Bias[J].Human Performance,2000(13):323.
[19] Gaufler,B.B.,Thornton D,G.C. Number of Assessment Center Dimensions as a determinant of assessor accuracy[J].Journal of Applied Psychology,1989(74):611-618.
[20]吴志明,张厚粲.评价中心的构想效度和结构模型[J].心理学报,2001(4):312-318.
[21] Lowry P.E.,Educational Measurement [M].Now York:Macmillian Publishing,1993.
[22]付印红,完善公务员考录面试工作的思考[J],中国公务员,1998(8):31-32.
[23]陈廷理,国有企业经营者选拔方法初探[J].能源基地建设,1998(4),50-51.
[24]黎恒.无领导小组讨论研究现状和理论进展[J].人类工效学,2005(3):61-63,67.
[25]任静,翟洪昌.“无领导小组讨论在中国”[J].管理观察,2009(11):208-209.
[26]苏永华,柴雪,丁玉洋.LGD技术实施中的信度与效度问题研究[J].人类功效学,1998,6(2):29-31.
[27]关培兰,苏永华.“LGD”在人员招聘中的应用研究,武汉大学学报(哲社版),1999(2):32-35.
[28]吴谅谅,何琪.“无领导小组讨论”的应用[J].中国人力资源开发,2001(7):33-35.
[29]彭平根.LGD在选拔企业高级管理人才方面的实证研究[J].心理科学,2002(5):576-579.
[30]黎恒,丁晓岚.LGD实务操作—中层管理人才选拔案例[J].中国人力资源开发,2002(9):39-41.
[31]何琪.成功实施无领导小组讨论的五大关键点——以S集团遴选中层管理人员为例[J].中国人才,2008(5):72-74.
[32]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(7):18-20.
[33] Bellsouth. Behavioral Event Interview [J].Journal of BEI,2002(7):25-49.
[34] Ed LawlerⅢ,“From Job-Based to Competence-Based Orgnizations”[J].Journal of Organizations Behavior,2003,21(1):305-356.
[35]大卫·杜伯伊斯著,李芳龄译.绩效跃进:才能评鉴的极致运用[M].汕头:汕头大学出版社,2003.
[36]王继承.谁能胜任[M].北京:中国财政经济出版社,2004.
[37]吴明隆.SPSS统计应用实务[M].北京:中国铁道出版社,2000.
[38]吴明隆.结构方程模型——AMOS的操作与应用[M].重庆:重庆大学出版社,2009.
[39]侯杰泰,温忠麟,成子娟.结构方程建模及其应用[M].北京:科学教育出版社,2004.