社会与工程心理学研究室知识库

随着我国经济改革与发展步伐的进一步加快，我国制造业日渐崛起，国有企业如何在最大程度上发挥自己的潜力，使自己能在激烈的市场竞争中立于不败之地，这一问题必定应从战略的高度予以审视.面对市场挑战，我国国有企业应当充分重视对组织的胜任特征的鉴别、培养、发展和完善，发挥组织胜任特征的杠杆作用，以构建自己独特的优势，为参与激烈的市场竞争莫定坚实的基础。本研究基于土述理念，以建设工业(集团)有限责任公司为现场研究对象，采用观察、访谈、问卷、小组讨诊、专家评判等综合性的研究方法，对建设工业(集团)有限责任公司的组织核心胜任特征、技术管理人员岗位胜任特征、技术研发人员岗位胜任特征以及技术和管理人员岗位评价要素、绩效考核指标、工作分析、薪酬管理制度、技术人员岗位胜任特征培训需求等人力资源管理问题进行了广泛的理论探讨和实证研究，获得了如下的研究结论:

第一，建设工业(集团年有限责任公司组织的核心胜任特砰素包括六个主要指标，即“创新能力”、“制度管理”(产权管理、法制管理）、“财务管理”(资本运作、筹措资金)、“市场营稍”、“全球意识”、“战略管理”。

第二，一建设工业(集团)有限责任公司技术管理人员的胜任特征模型可分为知识技能和能力特质两部分。其中知识技能包括:发现和解决技术问题、专业知识、编制技术文件、技术指导4项要素;能力特质包括 :沟通能力、服务意识、责任感、概括性思维、分析性思维、应变能力、、组织意识、组织协调能力、预见能力9项要素。

第三，建设工业(集团)有限责任公司技术研发人员的胜任特征模型包括主见)、7大因素16项变量，即:“工作主见” 因素(预见能力、富有主见）、 “工作责任感”(责任感、关注质量、关注进度、忠诚度)、“团队沟通”(团队合作、沟通能力)、“知识技能”(创新能力、解决技术问题的能力、、专业知识)、“成就导向”(成就导向、主动性);“服务意识” (客户服务导向)和“学习能力”(学习能力、信息收集和分析能力)。

第四，建设工业(集团)有限责任公司技术人员岗位评价因素包括五个主要指标，即“工作责任”(“工作安全”、“经济责任”、“组织人事”、“法律责任”)、“工作强度”(“工作负荷”、“工作总量”、“工作时间”)、“工作难度”(“多变性与挑战性”、“复杂程度”)、“工作技能”(“教育程度”、“业务技能”)和“工作环境”(“舒适程度”）。

第五，建设工业(集团)有限责任公司管理人员岗位评价因素包括“工作强度”(“工作时间”、“工作总量”、“工作负荷’，、“紧张程度”)、“工作责任”（”经济责任，、“组织人事，、“监管难易”、“工作安全”)、“工作难度(“多变性与挑战性”、“创新程度·)、工作技能(“教育程度”、“业务技能”、“工作经验”) 和工作坏境(“舒适程度”、“机密信息”）五个方面。

第六，建设工业(集团)有限责任公司开展工作分析，编制岗位说明书，是人力资源管理的一项常规性的重要工作;可以采用平衡计分卡的方法建立绩效考核指标体系，在绩效考核方案实施之初，考核结果会有一定的偏差，但是随着考核次数的增加，考核结来逐渐变得更合理;岗位绩效工资制是建设工业(集团)有限责任公司可以实施的一种较好的薪酬管理模式。

第七，建设工业(集团)有限责几任公司技术人员岗位肚任特征的现有水平与目标水平之间存在着较大的差距，有必要通姗对性的培训消除差距。

第八，建设工业(集团)有限责任公司建设学习型组织、塑造创新型企业文化，是提高组织核心胜任特征水平，保持企业持续发展的重要途径。

Along with the further acceleration of the pace of economic reform and development, with we gradual rise of China' s manufacturing industry, how large state-owned enterprises dig their potential to the maximum extent possible, to maintain their competitive advantage in order that they will be invincible in the fierce market competition, which must be examined from a strategic view. Facing the market challenges, large state-owned enterprises should pay adequate attention on competency of organization to identify, train, develop and improve it in order to building unique competitive advantages, and use competency as a lever to lay a solid foundation in the fierce competition in the market.

This study is based on the above ideas, and use Jianshe Industries co., Ltd.(group) as, the study case.. Using the comprehensive methods such as observation, interview, questionnaires and group discussion and so on to make a series of theoretical and experimental studies on core competency, technical management position competence, technology design position's competence and the job position's evaluation factors, performance evaluation system, work analysis, Compensation design and employees needs of competence training and other subjects of human resource management. The main conclusions are as follows:

Firstly, the competencies of Jianshe Industries co., Ltd.(group) include six key indicators, "Innovation";"System Management"(property management, legal management); "Financial Management" (capital operation, financing); "Marketing"; "Global Consciousness" and "Strategic management."

Secondly, the technology management position competence of Jianshe Industries co.,Ltd.(group) could be divided into two parts: the knowledge, the skills and capability. Competencies of skills include: identify and solve technical problems, professional knowledge, preparation of technical documents and the technical guidance. Competences of skills include 9 elements: communication skills, service awareness, responsibility, the general thinking, analytical thinking, organization awareness, organization coordination, foresight.

Thirdly, the technology design positon competence of Jianshe Industries co., Ltd.(group) includes 7 big factor 16 variables, namely:，，one's own view "(foresight, full of one's own view), "responsibility of work" (responsibility, quality-regard, work process-regard and loyalty to organization), "team communication" (teamwork, the ability to communicate); "knowledge and skills" (ability to innovate, The ability to solve technical problems, professional knowledge); "achievement-oriented" (achievement-oriented, initiative); "service awarenes"(customer -oriented); "ability to learn" (learning, information-catching and information-analysis)·

Fourthly, the evaluation factors of technical job position in Jianshe Industries co., Ltd.(group).include five key indicators, "work responsibilities" ("safety responsibility "，"economic responsibility",”personnel responsibility”and "legal responsibility"); "work strength"("work load" and "total work"”work time"); ，"difficulties of work”("change and challenge,"”complexity”);"Job Skills"( "educational level", "professional skills"); "work environment"("degrees of comfort").

Fifthly, the evaluation factors of managemental job position of Jianshe Industries co:, Ltd.(group) including five factors: "work strength" ("work time" "total work" and "work load" and" tension"), "responsibility" ("economic responsibility", "organizational responsibility", "personnel responsibility”，"supervision size", "safety responsibility"), "difficulties of work ("change and challenge", "innovations"),job skills ("educational level", "professional skills" and "work experience"); working environment:(”degrees of comfort", "secret information").

Sixthly work analysis and compiling job position brochures in Jianshe Industries co.; Ltd.(group) are an important work of human resources management. Jianshe Industries co., Ltd.(group) may establish its performance evaluation system by balanced score cards There are some errors during the first process of performance evaluation; but with the increase in the numbe of performance evaluation; the results become more exact. Compensation system based on performance evaluation is reasonable in Jianshe Industries co., Ltd.(group).

Seventhly, there is a big gap between target level and current level of the technical staffs' competence in Jianshe Industries co:, Ltd.(group).It is necessary to eliminate the gap through training.

Eightthly, Building learning organization and creating innovative enterprise culture are important一 ways to improve level of competence，and maintain sustainable development in in Jianshe Industries co., Ltd.(group).