I 摘要 随着时代变迁，企业间竞争不仅仅是产品的竞争，更是人才的竞争。新生代 员工具有独特的成长背景和性格特质，他们初入职场，能力和岗位不匹配的问题 逐渐凸显。自1973年，胜任力概念的提出，并在众多企业的实践过程中逐渐被 接受和认可。研究新生代员工岗位胜任力的构成，对实现新生代员工实现人和岗 位之间的适配，促进就业的综合效应和持续动力具有非常重要的意义。 本文以力尔铝业为研究对象，运用文献资料法梳理了有关员工胜任力的相关 文献，深刻理解胜任力及胜任力模型的发展理论。通过实地考察分析了力尔铝业 新生代员工的岗位胜任力现状，归纳总结了新生代员工胜任力存在的具体问题。 通过行为事件访谈法和调查问卷法筛选出力尔铝业新生代员工胜任力要素条目， 从知识和技能、管理素质、个性特质、内在驱动四大方面确定员工胜任力具体要 素，设计力尔铝业新生代员工胜任力调查问卷并对问卷结果进行了信度、效度和 因子分析。并据此设计了员工胜任力评价体系，分为一级指标4个，二级指标 15个。基于新生代员工岗位胜任力模型及评价为力尔铝业新生代员工的人员招 聘、员工培训、绩效和薪酬管理提供思路和手段，对力尔铝业公司人力资源管理 的改进提升起到有力的推动作用。 关键词：力尔铝业；新生代员工；胜任力模型；胜任力评价 Abstract II Abstract Withthechangeoftimes,thecompetitionamongenterprisesisnotonlythe competitionofproducts,butalsothecompetitionoftalents.Thenewgenerationhas theuniquegrowthbackgroundandthepersonalitycharacteristic,theystarttoenter theworkplace,theabilityandthePostmismatchingquestiongraduallyhighlights. Since1973,theconceptofcompetencehasbeenputforwardandgraduallyaccepted inthepracticeofmanyenterprises.Itisofgreatsignificancetostudythecomposition ofthepostcompetenceofthenewgenerationofemployeesinordertorealizethefit betweenthenewgenerationofemployeesandtheirposts,andtopromotethe comprehensiveeffectandsustainablemotiveforceofemployment. ThisarticletakesLearAluminumastheresearchobject,usestheliterature materialmethodtocombtherelatedliteratureaboutthestaffcompetence,deeply understandsthecompetenceandthecompetencymodeldevelopmenttheory.This paperanalyzesthepresentsituationofthepostcompetenceofthenew-generation employeesofLearAluminum,andsumsuptheconcreteproblemsofthe new-generationemployees'competence.Throughbehavioraleventinterviewand questionnairemethodtoscreenoutput,Aluminumitems,newgenerationemployees competencyelementsfromtheknowledgeandskills,management,quality, personalitytraits,internaldrivefouraspectsdetermineemployeecompetencyspecific elements,designforce,Aluminumnewgenerationemployeescompetency questionnaireandthequestionnaireresultsarethereliability,validityandfactor analysis.Basedonthis,theevaluationsystemofstaff'scompetenceisdesigned, whichisdividedinto4first-classindexesand15second-classindexes.Basedonthe competencymodelofthenewgenerationofemployeesandevaluationforthenew generationofemployeesofLearAluminumrecruitment,stafftraining,performance andcompensationmanagementtoprovideideasandmeans,thecompany'sHuman ResourcesManagementtoimprovethepromotionofastrongroleinpromoting. Keywords:LearAluminum;newgenerationofemployees;competencymodel; Competencyevaluation 目录 III 目录 摘要.............................................................................................................................I Abstract..........................................................................................................................II 第1章绪论..................................................................................................................1 1.1研究背景及意义..............................................................................................1 1.1.1研究背景................................................................................................1 1.1.2研究意义................................................................................................2 1.2国内外研究现状..............................................................................................2 1.2.1国外研究现状........................................................................................2 1.2.2国内研究现状........................................................................................4 1.2.3文献述评................................................................................................5 1.3研究方法和创新点..........................................................................................6 1.3.1研究方法................................................................................................6 1.3.2技术路线................................................................................................6 1.3.3创新点....................................................................................................7 1.4研究内容..........................................................................................................7 第2章理论基础..........................................................................................................9 2.1新生代员工含义及特征..................................................................................9 2.1.1新生代员工含义....................................................................................9 2.1.2新生代员工特征....................................................................................9 2.2胜任力概述....................................................................................................11 2.2.1胜任力含义..........................................................................................11 2.2.2胜任力特征..........................................................................................12 2.3胜任力模型概述............................................................................................12 2.3.1胜任力模型概念..................................................................................12 2.3.2经典胜任力模型..................................................................................13 2.3.3胜任力模型的构建方法......................................................................14 2.4本章小结........................................................................................................15 第3章力尔铝业新生代员工胜任力现状分析........................................................16 3.1公司概况........................................................................................................16 3.1.1公司简介..............................................................................................16 目录 IV 3.1.2企业文化..............................................................................................17 3.2力尔铝业人力资源现状................................................................................17 3.2.1员工年龄结构......................................................................................17 3.2.2员工学历结构......................................................................................18 3.2.3员工岗位级别......................................................................................19 3.3新生代员工工作现状....................................................................................20 3.3.1力尔铝业新生代员工培养战略..........................................................20 3.3.2力尔铝业新生代员工培养路径..........................................................20 3.4存在问题........................................................................................................23 3.4.1选聘体系有待优化..............................................................................23 3.4.2培训方式不完善..................................................................................24 3.4.3绩效考核不科学..................................................................................25 3.4.4薪酬竞争力较弱..................................................................................25 3.5本章小结........................................................................................................26 第4章力尔铝业新生代员工胜任力模型构建及测评............................................27 4.1胜任力模型构建原则及思路......................................................