以胜任力为核心的政府人力资源管理体系的构建

【作者】 王娟；

【导师】 李媛；

【作者基本信息】 电子科技大学 ， 行政管理， 2007， 硕士

【摘要】 传统的政府人事管理向现代政府人力资源管理转化是一个复杂而艰巨的过程,虽然政府也做出很多努力来提高人才质量,强调公务员能力建设,但总体上还是受到传统思维的影响,采取的方法往往大而空,可操作性不强,不易于贯彻落实,见效也不明显。因此现代政府人力资源管理体系的建立和发展困难重重、进展较慢。本文从科学、易操作、具体可行的角度出发,提出胜任力这一能够预测绩效水平高低的量化指标,尝试建立以胜任力为核心的政府人力资源管理体系。首先,就论文提出的背景、研究本文的意义作了介绍,并对容易混淆的胜任力与能力的概念进行了区分,同时对为什么以胜任力而不是能力建设为研究主题进行了说明。其次,对胜任力的相关研究进行综述:1)胜任力内涵研究;2)胜任力模型研究;3)国外胜任力的研究现状;4)国内胜任力的研究现状;5)国外公务员胜任力的研究现状;6)国内公务员胜任力的研究现状,同时,对政府人力资源管理的含义和主要内容进行的回顾。再次,运用实证研究的方法对政府内部人力资源配置状况进行了调查。本次调查的时间为2006年4月底至6月中旬,以政府部门公务员为调查对象,在重庆市党校公务员培训课和四川省成都市干部社会化选学培训课上,以发放调查问卷的方式,对224名科级职务及以上的公务员进行了调查,结果发现目前政府部门内部人-职位之间的匹配程度还不够理想,政府人力资源管理还存在很多弊端,经过分析,我们认为问题存在于以下几个方面:1)公务员职位分析沿用的是传统方法,以工作内容为导向而不是以绩效为导向,对在职人员的要求往往只是能够完成任务就行了,而未对人员的绩效优秀程度作要求;2)现行的公务员考录选拔还具有笼统性,职位导向性不够,所录用的人很可能只是能够从事这项工作的人,而不是能做出最好业绩的人,因此不利于政府内部的人-职匹配;3)公务员的绩效考核缺乏规范化、定量化考核指标,总体上沿用的还是模糊评价体系,考核标准笼统、考核等级少、竞争性、和量化程度很低;4)公务员培训缺乏整体规划的,往往没有对培训的需求进行系统分析,也没有总体目标和内容规划,因此培训质量和效果不够理想;5)对公务员个人的成长和发展重视不够,缺乏对公务员职业生涯规划和管理,不利于公务员工作积极性的提高。最后,针对目前政府人力资源管理中存在的问题,从职位分析、考录选拔、绩效管理、人员培训、职业生涯管理这五个人力资源管理的环节入手,分别提出基于胜任力的职位分析、基于胜任力的考录选拔、基于胜任力的绩效管理、基于胜任力的人员培训和基于胜任力的职业生涯管理,将胜任力测评这一科学有效的方式渗透到政府人力资源管理的各个环节,从而形成系统的、完整的、动态的以胜任力为核心的政府人力资源管理体系,以期改善政府人力资源管理的质量,提高政府效能。更多还原

【Abstract】 The modern human resource management of governmental sectors has been taking place of the traditional personnel system. But it is not an easy process. Government has done many things to improve the quality of the civil servants and strengthen the construction of civil servant’s ability, but the old opinions affect the development of human resource management of governmental sectors. Competence which is measurable and can forecast the performance. This paper aims to construct the competence governmental human resource management system.Firstly, the background and the meaning of this study, and distinguished the conceptions of“competence”and the“ability”is introduced.Secondly, the summary is made about correlation research of competence, including:1)the conception and the content of competence;2)competence model;3)the current achievements of competence researches overseas;4) the current achievements of competence researches of China;5)the current achievements of civil servants’competence researches overseas;6)the current achievements of civil servants’competence researches of China. Then, the conception and the content of governmental human resource management are also reviewed.Thirdly, the investigation on quality of governmental human resource management is made in April 2006.And 224 civil servants are investigated with questionnaires. Then, the correlation datas based on investigation are analyzed and some conclusions are made, the degree of person-job fit is not satisfying, there are some problems in governmental human resource management:1)the traditional job analysis is not performance-oriented, it can’t forecast the excellent performance of civil servants;2)Current civil servants selecting system is not good for person-job fit in government sectors;3)the current performance testing lack measurable index, so the result of the test can’t be correct;4)the current civil servants’training system is plans-lacking, and the quality of the training is not satisfying;5)the management of civil servants’career has been ignored, civil servants’work enthusiasm is not high. Finally, according to the problems in governmental human resource management, we regard competence testing as a effective method to improve the quality of governmental human resource management, and try to apply the competence theory to five aspects of human resource management, establish competence-based job analysis, competence-based talent selecting system, competence-based performance testing, competence-based training system, competence-based career management. And all the five aspects will form a systematic complete dynamic competence-based governmental human resource management system which is expected to improve the effects of governmental human resource management.更多还原