Ⅰ 摘要 在互联网等新兴技术日益发展的今天，一些手机智能配货平台的崛起，为货主 与司机搭建了一座桥梁，减少了许多物流中间环节，使得物流价格更加透明，传 统物流企业生存愈发艰难。在此背景下，以 XH 物流公司为代表的传统物流企业， 正面临着一个瓶颈和转型期。如何提高服务能力、提升竞争优势、加强内部管理、 降低经营风险，成为企业生存的重要因素。 由于资金、企业实力、行业现状、就业人员文化素质等条件限制，物流企业目 前在管理上仍然是一种比较粗放、简单的模式。在这一转型时期，笔者研究的 XH 物流公司越来越意识到管理的重要性，提出了从管理要效益、从管理求生存、从 管理谋发展的经营口号。作为物流企业的中坚力量，项目经理工作的好坏，对企 业效益起着决定性的影响作用。而胜任素质，是高绩效和一般绩效员工的区别之 处。对项目经理进行胜任素质模型研究，并构建项目经理的胜任素质模型，就显 得尤为必要和重要。 首先，本文依据美国著名心理学家麦克里兰的“冰山模型”和 R.博亚特兹的 “洋葱模型”为理论，概述了胜任素质与胜任素质模型的含义，并对国内外研究 现状做了分析。其次，为 XH 物流公司项目经理管理现状做了诊断，并通过文献查 找法、问卷调查法等，从心理、能力、文化等三个维度，分别构建了 XH 物流公司 项目经理胜任特征。最后通过行为事件访谈法和主题分析法，进一步验证上述特 征，并构建了项目经理胜任力素质模型，并将该模型应用于公司的招聘、绩效考 核和培训当中。 因此，本次对 XH 物流公司项目经理胜任力模型的构建，不仅为本公司的人事 管理工作提供了参考和依据，而且也为其它物流企业提供了借鉴。 关键词，胜任素质模型,项目经理,招聘，绩效，培训ABSTRACT II ABSTRACT As the Internet and other emerging technologies growing increasingly today,some mobile phone intelligent distribution platforms build a bridge for shippers and drivers,which can reduce a lot of intermediate links.Traditional logistics enterprises become more difficult to survive because of the more transparent prices. Under the background, the traditional logistics enterprises represented by XH Logistics company are facing a bottleneck and transition period.How to improve service ability, enhance competitive advantage, strengthen internal management, reduce business risk, becomes an important factor for the survival of enterprises. Because of the limitation of capital, enterprise’s strength, industry’s condition and the cultural quality of employee, logistics enterprises are still a coarse and simple modes in management at present. In this period of transformation, the XH logistics company that I’m studying becomes more and more aware of the importance of management, which put forward the slogan that from the management to benefit, from the management to survival, from management to development . As the pillar of logistics enterprises, the project managers play a decisive role in the benefit. Competence, on the other hand, is the personal feature that distinguishes high-performance and common-performance employees. It is very necessary and important to study and construct the competency model of the project managers. According to the theory of iceberg model by American famous psychologist Mclillan and R. Boyatez's Onion Model, this paper summarizes the meaning of competency and competency model, and analyzes the current researching situation at home and abroad. This paper diagnoses the management conditions of the XH logistics company’s project managers, and through the literature search method, questionnaire survey method, constructs the competence characteristics of the project managers from the mentality, ability and culture respectively. Finally, through the behavior event interview method and the subject analysis method, this paper validates the above characteristics , and constructs the project managers’ competency model, which applies the model to the company's recruitment, performance evaluation and training. So constructing the managers’ Competency Model of XH logistics company, provides a reference and basis not only for the company's human resources management,ABSTRACT III but also for other logistics enterprises . Key Words: Competency Model，Project Manager，Recruitment，Performance ， Training目录 IV 目录 第一章 绪论.................................................................................................................... 1 1.1 选题的背景......................................................................................................... 1 1.2 研究的目的及意义............................................................................................. 2 1.3 研究方法............................................................................................................. 3 1.3.1 文献分析法 .............................................................................................. 3 1.3.2 问卷调查法 .............................................................................................. 3 1.3.3 行为事件访谈法 ...................................................................................... 3 1.4 思路框架............................................................................................................. 4 1.4.1 研究思路 .................................................................................................. 4 1.4.2 研究框架 .................................................................................................. 4 第二章 文献综述............................................................................................................ 6 2.1 胜任素质和胜任素质模型的含义..................................................................... 6 2.2 国内外研究现状................................................................................................. 8 2.2.1 国外研究现状 .......................................................................................... 8 2.2.2 国内研究现状 ........................................................................................ 10 2.2.3 国内研究存在的不足 ............................................................................ 12 2.3 胜任素质模型构建的原则和方法................................................................... 12 2.3.1 构建的原则 ............................................................................................ 12 2.3.2 构建的方法 ............................................................................................ 13 2.4 本章小结........................................................................................................... 13 第三章 XH 物流公司项目经理管理现状诊断 ........................................................... 14 3.1 XH 物流公司简介............................................................................................. 14 3.2 XH 物流公司项目经理管理现状..................................................................... 15 3.2.1 招聘管理现状 ........................................................................................ 15 3.2.2 绩效考核现状 ........................................................................................ 18 3.2.3 培训管理现状 ........................................................................................ 19 3.2.4 项目经理培训管理问题 ........................................................................ 20 3.3 本章小结........................................................................................................... 22 第四章 XH 物流公司项目经理胜任力模型的构建 ................................................... 23 4.1 XH 物流公司项目经理的界定及工作内容..................................................... 23目录 V 4.1.1 XH 物流公司项目经理的界定 .............................................................. 23 4.1.2 XH 物流公司项目经理的工作内容 ...................................................... 23 4.2 XH 物流公司项目经理胜任素质构建的必要性和现实意义......................... 25 4.2.1 XH 物流公司项目经理胜任素质构建的必要性 .................................. 25 4.2.2 XH 物流公司项目经理胜任素质构建的现实意义 .............................. 25 4.3 胜任素质模型维度选择的理论依据............................................................... 25 4.4 胜任力模型的构建........................................................................................... 26 4.4.1 文本分析法 ............................................................................................ 26 4.4.2 问卷调查法 ............................................................................................ 33 4.4.3 行为事件访谈法 .................................................................................... 40 4.5 本章小结........................................................................................................... 48 第五章 项目经理胜任力模型在人力资源管理中的应用.......................................... 49 5.1 胜任素质模型在招聘中的应用....................................................................... 49 5.1.1 岗位分析 ................................................................................................ 50 5.1.2 发布信息 ................................................................................................ 50 5.1.3 简历筛选 ................................................................................................ 50 5.1.4 面试 ........................................................................................................ 51 5.1.5 发放录取通知书 .................................................................................... 54 5.2 胜任素质模型在绩效考核中的应用............................................................... 55 5.2.1 绩效考核的目的 .................................................................................... 55 5.2.2 绩效考核的人员 .................................................................................... 55 5.2.3 绩效考核的内容 .................................................................................... 55 5.2.4 绩效考核方式 ........................................................................................ 57 5.2.5 绩效考核的程序 .................................................................................... 58 5.2.6 绩效考核的反馈 .................................................................................... 59 5.3 胜任素质模型在培训中的应用....................................................................... 59 5.3.1 培训需求分析 ........................................................................................ 59 5.3.2 制定和设计培训内容 ............................................................................ 60 5.3.3 实施培训 ................................................................................................ 60 5.3.4 培训结果评估 ........................................................................................ 61 5.4 本章小结........................................................................................................... 61 第六章 结论.................................................................................................................. 62 致谢................................................................................................................................ 64目录 VI