公共管理者胜任特征模型构建与应用研究

发布时间：2018-02-23 06:07

本文关键词： 公共管理者胜任特征模型胜任特征辞典绩效评价领导干部　出处：《北京理工大学》2016年博士论文　论文类型：学位论文

【摘要】：在经济全球化加速和科技发展日新月异的现实背景下,公共事务治理环境呈现复杂多变态势,我国公共管理者面临更多的挑战。随着人力资源在社会、经济发展中重要性的提升,如何加强我国公共管理部门人力资源建设成为提升政府竞争力和国家综合国力的重要课题。胜任特征模型是人力资源管理中如人员选拔、培训、绩效管理等一系列工作的重要基础。本文将新公共管理理论、人力资源管理理论、胜任特征研究等内容结合起来,围绕公共管理者胜任特征展开系统研究。论文研究工作包括以下几个部分:(1)结合公共管理部门及其人力资源特点,提出公共管理部门职位特征分析框架;(2)开发公共管理者胜任特征辞典;(3)建立公共管理者绩效评价指标体系框架并进行实证;(4)建立中层管理者胜任特征模型;(5)探讨胜任特征模型在领导干部公选、考核和培训中的应用。本文主要取得了以下较有特色的创新性成果:(1)对公共管理者胜任特征理论进行了系统的研究,构建了公共管理者胜任特征辞典。本文首先提出胜任特征研究属于职位分析范畴,然后对公共管理者胜任特征研究难点、重点进行分析。在此基础上,对公共管理职位特征分析、绩效评估、胜任特征模型构建及其应用等进行了系统的论述并进行了实证,包括:提出从岗位职责、职能特点、职权分布三个维度分析公共管理职位特征;结合我国国情、文化和现状,建立了我国公共管理者胜任特征辞典。本研究不仅拓展了胜任特征的研究宽度,而且对促进公共管理部门胜任特征研究过程的标准化、研究结论的可解释性、研究成果的可应用性有重要意义。(2)建立了中层管理者的绩效评价指标体系。针对当前公共管理者绩效评价现状与不足,提出了基于岗位职责、工作相关方、个人奖惩和组织效应四个维度的领导者绩效评价框架。采用访谈、调查问卷、对比分析等方式,深入了解中层管理岗位的职责、职能特征和职权分布;从职位行为与工作成果相结合的角度出发,将专家思想、数据的可获得性、指标的有效性等紧密结合,建立了中层管理者的绩效评价指标体系,并对指标量化方法进行了详细论述。(3)建立了中层管理者的胜任特征模型,提出了胜任特征模型在领导干部公选、考核中的应用方法。通过行为事件访谈法,在绩效优异者与绩效一般者对比分析的基础上,建立了中层管理者的胜任特征模型,包括6项胜任特征,分别为成就动机、建章立制、说服力、人际沟通、团队领导和概念思维。随后以领导干部为分析对象,建立了基于胜任特征的公选模型,对如何将胜任特征模型应用于人员考核和培训上进行了探讨。本研究针对上述提出的方法和模型,围绕北京市某区中层管理者做了大量的实证性研究,对方法和模型进行了检验。不仅揭示了优秀中层管理者的行为和个人特质,还能为相关部门的人力资源管理工作提供支撑。
[Abstract]:In the background of accelerated economic globalization and the development of science and technology change rapidly under the environment of public affairs governance shows the complex abnormal potential, public managers in China is facing more challenges. With the human resource in the society, the importance of economic development in the promotion, how to strengthen the construction of human resources management Department has become an important subject to enhance the government competitiveness and overall national strength the Chinese public. The competency model of human resource management such as personnel selection, training, an important basis for a series of performance management. This paper combines the theory of new public management, human resource management theory, combining the research contents of competency, competency around public managers to carry out systematic research. The research work includes the following parts: (1) the combination of public management and the characteristics of human resource, put forward public management job characteristics analysis framework; (2) The development of public management competency dictionary; (3) establish a framework of performance evaluation index system of public management and empirical; (4) to establish the competency model of middle-level managers; (5) to explore the competency model of public selection of cadres in the application, assessment and training in this paper. The main creative achievements are following features: (1) for Public Managers Competency Theory systematically, constructs the Public Managers Competency dictionary. This paper proposes the competency research belongs to the category of job analysis, then the public managers competency research difficulty were analyzed. Based on the analysis of performance evaluation of public management job characteristics, competency model and its application are systematically discussed and empirically, including: from the job responsibilities, function characteristics, analysis of the public distribution of three dimensions of authority The management of job characteristics; combining the situation of our country, culture and situation, the establishment of public management in China the competency dictionary. This research not only extends the width of competency, and to promote the public administration competency research process is standardized, the conclusion of the study can be explained, the research results have important application. (2) established middle managers performance evaluation index system. Aiming at the deficiencies of the current public management and performance evaluation of the status quo, based on job responsibilities, work, personal and organizational leadership performance evaluation incentive effect of the four dimensions of the framework. The interview, questionnaire, comparative analysis, in-depth understand the middle-level management responsibilities, functions and authority distribution; job behavior and work results from the angle of the combination of expert ideas, data availability, effectiveness index Other closely, established middle managers performance evaluation index system, and the quantitative method are discussed in detail. (3) to establish the competency model of middle-level managers, the competency model of the leading cadres in the application, method of evaluation. Through behavioral event interview method, excellent in performance the general performance and on the basis of comparative analysis, established the competency model of middle-level managers, including 6 items of competency, respectively, achievement motivation, jianzhanglizhi, persuasion, interpersonal communication, team leadership and conceptual thinking. Then to the leading cadres as the research object, established the model based on competency and on how the application of competency model in personnel assessment and training are discussed. Based on the model and method proposed above, around a district of Beijing city middle managers do a comprehensive research The method and model are tested. It not only reveals the behavior and personal characteristics of the excellent middle managers, but also provides support for the human resource management of the relevant departments.

【学位授予单位】：北京理工大学
【学位级别】：博士
【学位授予年份】：2016
【分类号】：D630.3

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