数字化应用人才胜任力模型构建研究  

Research on Construction of Competency Model for Digital Application Talents

作　　者：刘松博[1] 张晓雅 曾湘映 艾昕 Liu Songbo;Zhang Xiaoya;Zeng Xiangying;Ai Xin

机构地区：[1]中国人民大学劳动人事学院

出　　处：《中国人事科学》2025年第2期50-61,共12页Chinese Personnel Science

基　　金：国家社会科学基金重大项目“世界重点国家的科技创新体系和人才治理体系协同研究”(项目编号:24&ZD293)的研究成果。

摘　　要：在数字经济时代,企业数字化转型成为趋势,数字化人才需求急剧增长,确定这类人才的胜任力特征有利于推动企业数字化转型落地。文章采用质性研究方法,对来自5家数字化转型企业的34名员工进行访谈,提炼出31个胜任特征项目,并用问卷调查法对920份数据进行分析。在此基础上构建了数字化应用人才胜任力模型,包括数字化赋能、数字化思维、数字化学习、数字敏锐性四个维度,由信息储存与提取、主动学习更新、信息需求识别、长期视角等13个胜任要素组成。本研究通过对数字化应用人才胜任力模型的构建与验证,以期为胜任力研究提供新的思路和方向,也为数字化应用人才的选拔、配置、培养和评价提供实践指导。In the era of digital economy,digital transformation of enterprises has become a trend,and the demand for digital talents is rapidly increasing.Determining the competency traits of such talents is conducive to promoting and implementing digital transformation of enterprises.This paper adopts a qualitative research method to interview 34 employees from five enterprises under digital transformation,extracts 31 competency traits,and analyzes 920 sets of data by using a questionnaire survey method.The results show that the competency model for digital application talents includes four dimensions:digital empowerment,digital thinking,digital learning,and digital sensitivity,and is composed of 13 competency elements,including information storage and extraction,active learning and updating,information need identifi cation,and long-term perspective.By constructing and verifying the competency model for digital application talents,new ideas and directions are provided for competency research,and practical guidance is also provided for the selection,allocation,cultivation,and assessment of digital application talents.

关 键 词：数字化转型 数字化应用人才 胜任力模型 行为事件访谈法 

分 类 号：D6[政治法律—政治学] C96[政治法律—中外政治制度]