【作者】 王宇；

【导师】 唐建生；

【作者基本信息】 天津大学 ， 工商管理， 2022， 硕士

【摘要】 企业由各类人才组成,但如今人力成本问题却越发的凸显,成为制约利润增长的阻碍。房地产作为人力密集型行业,其对基层一线工程人员的投入占据着主导地位。在其能力与素质的考核中,企业常陷于招聘—适应—淘汰—再招聘—再适应的资源浪费困境。加之,工程人员的能力关系着企业的核心竞争力,而能有效提高人才优势的核心途径就是专业的培训体系。T公司作为天津具有一定规模的房地产企业,希望优化其工程人员的培训体系,借此来满足新形势下的发展要求。本文将聚焦于基层一线工程人员的培训体系,以基于胜任力角度为出发点,运用和建立工程人员胜任力模型,对T公司的工程人员培训体系进行优化设计,并提出工程人员胜任力模型的其他应用研究,供T公司参考。文章在构思时,设计了相关框架。首先,通过对T公司工程人员培训体系现有状况的分析与解读,找到企业自身培训体系存在的痛点与不足之处,为后期的体系优化方案设计建立基础。其次,通过基于文献研究、岗位职能分析以及行为事件访谈的方法,构建出包括知识技能、职业素养、业务能力、性格特质、沟通与管理以及工作意识等6个维度、共计28项胜任力特征的工程人员胜任力模型。再者,通过依据对工程人员现有胜任力的测评状况,对培训需求进行分析和确定,并据此制定可行的培训内容、实施方案以及保障措施以达到优化设计培训体系和提升T公司工程人员能力素质的目的。最后,针对建立的工程人员胜任力模型,提出其在人员配置与人才选拔、薪酬激励与浮动机制以及职业生涯规划等方面的简单应用,为T公司在后疫情时代的进一步发展以及工程人员的职业生涯做好管理方式辅助。更多还原

【Abstract】 Enterprises are composed of all kinds of talents,but now the problem of labor cost is becoming more and more prominent,which has become an obstacle to profit growth.As a labor-intensive industry,real estate occupies a leading position in its investment in grass-roots front-line engineering personnel.In the assessment of its ability and quality,enterprises often fall into the dilemma of resource waste of recruitment adaptation elimination re recruitment re adaptation.In addition,the ability of engineering personnel is related to the core competitiveness of enterprises,and the core way to effectively improve the talent advantage is the professional training system.As a real estate enterprise with a certain scale in Tianjin,T company hopes to optimize its engineering personnel training system to meet the development requirements under the new situation.This thesis will focus on the training system of grass-roots front-line engineering personnel,use and establish the engineering personnel competency model based on the perspective of competency,optimize the design of the engineering personnel training system of T company,and put forward other application studies of the engineering personnel competency model for reference of T company.When the article is conceived,the relevant framework is designed.Firstly,through the analysis and interpretation of the current situation of the engineering personnel training system of the enterprise,the pain points and deficiencies of the enterprise’s own training system are found,so as to establish the basis for the later system optimization scheme design.Secondly,based on the methods of literature research,post function analysis and behavior event interview,this thesis constructs a competency model of engineering personnel with a total of 28 competency characteristics,including 6 dimensions such as knowledge and skills,professional quality,professional ability,personality traits,communication and management and work consciousness.Furthermore,according to the evaluation of the existing competence of engineering personnel,the training needs are analyzed and determined,and feasible training contents,implementation schemes and guarantee measures are formulated accordingly,so as to optimize the design of training system and improve the ability and quality of engineering personnel in the enterprise.Finally,aiming at the established competency model of engineering personnel,this thesis puts forward its application in personnel allocation and talent selection,salary incentive and floating mechanism and career planning,so as to assist the further development of the enterprise in the post epidemic era and the career management of engineering personnel.更多还原