中国最佳雇主人力资源总监胜任力模型研究  

A Study of the Competency Model for HR Directors of Chinese Best Employer

作　　者：陈万思[1,2] 赵曙明[2] 

机构地区：[1]华东理工大学商学院 [2]南京大学商学院

出　　处：《管理学报》2010年第9期1308-1315,共8页Chinese Journal of Management

基　　金：国家自然科学基金资助重点项目(70732002);国家自然科学基金资助项目(70572048);国家"211工程"三期资助项目;国家社会科学基金资助项目(08BSH039);教育部人文社会科学资助项目(06JD630002);上海市社科规划系列研究课题(2009XAA003)

摘　　要：在文献回顾、问卷调查、文本分析和统计分析的基础上,以具有良好雇主品牌、较高组织绩效、和谐劳资关系等特征的中国最佳雇主为例,构建了人力资源总监胜任力二阶一因子一阶四因子模型:战略管理胜任力包含组织调整、情绪管理、知识传播、系统监控和概念思考;变革管理胜任力包含分析问题、领导典范、内部顾问和影响他人;职能管理胜任力包含团队合作、主动帮助、扩展知识、专业服务和达成目标;员工关系管理胜任力包含了解他人、关系建立、信息收集和自信。On the basis of literature review related to human resource（HR） competency,the survey about HR competency from the managers,the content analysis and statistic analysis on HR directors of Chinese best employers with excellent employer brand,high organizational performance and harmonious industrial relations,the paper develops the competency 1st and 2nd order model for HR directors according to the statistical analysis of questionnaires and content code.The paper argues that there are five factors,which are organization adjustment,emotion management,knowledge transfer,systematic control and concept thinking in the first dimension of strategic management;four factors,which are problem analysis,leadership example,internal consultant and influence on others in the second one of change management;five factors,which are team cooperation,initiative help,knowledge extending,professional service and objective achievement in the third one of function management;and four factors,which are understanding others,relation establishing,information collection and self-confidence in the fourth one of employees＇ relation management.

关 键 词：人力资源总监 胜任力模型 人力资源管理 

分 类 号：C93[经济管理—管理学]