I 摘要 国企发展迈入改革创新“新常态”，做强做优做大国有企业成为新时代国企 发展的“新使命”。国企中层管理人员作为企业的“关键少数”，对于企业的改 革发展，战略目标的实现具有十分关键的作用。 本文试图在现有国企管理人员管理机制下，构建 JT 公司中层管理人员能力 素质模型，以此完善企业中层管理人员的管理，促进中层管理人员能力素质提 升，以及提升企业的管理水平、经济效益提升和推进企业战略目标的实现。本 文结合 JT 公司中层管理人员的数量、岗位类型，按照“符合时代要求，有利于 解决问题，提升中层管理人员的能力素质，有利于推进企业战略目标的实现” 的构建思路，通过提炼和归纳中层管理人员能力素质要素，构建了两类 JT 公司 中层管理人员能力素质模型，即：中层管理人员共性能力素质模型和个性能力 素质模型，并且从“领导力和执行力，全面性和领域性”两个方面、四个象限 分别构建出了与共性和个性相对应的具体能力素质模型。最后，本文阐述了中 层管理人员能力素质模型的运用范围、中层管理人员能力素质模型的重要意义、 中层管理人员能力素质模型的运用条件，并就 JT 公司在中层管理人员培训提升、 选拔任用、绩效考核和薪酬激励四个方面存在的不足，提出了能力素质模型的 完善建议和具体运用办法。 关键词：国企中层管理人员；能力素质模型；运用研究Abstract II Abstract The development of state-owned enterprises has stepped into the new normal of reform and innovation, and it has become a new mission of development for the state-owned enterprises in the new era to get stronger, better and bigger. As the key minority of enterprises, the middle-level managers of state-owned enterprises play a key role in the reform and development of enterprises and the realization of strategic objectives. This paper attempts to build a managerial competence model for JT middle-level managers under the existing state-owned enterprise management mechanism, so as to improve the management of middle-level managers, promote their managerial competence, and enhance the management level, economic efficiency and realization of strategic objectives of the enterprises. By combing with the number and type of middle-level managers of JT company, in accordance with the construction idea of according with the requirements of the times, conducive to solving problems, improving managerial competence of middle-level managers, and favorable to facilitating the realization of strategic objectives of the enterprises , and through refining and inducting the elements of managerial competence, this paper constructs two types of managerial competence models for JT middle-level managers, namely: the middle-level manager's common managerial competence model and individual managerial competence model, and establishes a specific competency model corresponding to the commonality and individuality from two aspects and four quadrants of leadership and execution, comprehensiveness and domain. Finally, the paper expounds the application scope, significance, and application conditions of the middle-level manager's managerial competence model, and puts forward the suggestions for improvement of and specific application methods of the competency model in accordance with the shortcomings of training and promotion, selection and appointment, assessment and salary incentives of JT's middle management personnel. Key words:middle-level managers of state-owned enterprises; managerial competence; application research目 录 III 目 录 第 1 章 绪论.................................................................................................................1 1.1 研究的背景和意义 ..........................................................................................1 1.1.1 研究的背景 ............................................................................................1 1.1.2 研究的意义 ............................................................................................2 1.2 国内外文献综述 ..............................................................................................3 1.2.1 国外文献综述 ........................................................................................3 1.2.2 国内文献综述 ........................................................................................4 1.3 研究思路及方法 ..............................................................................................7 1.4 论文创新之处及不足 ......................................................................................7 1.5 本章小结 ..........................................................................................................7 第 2 章 相关概念界定及相关理论.............................................................................8 2.1 能力素质模型 ..................................................................................................8 2.2 能力与素质的区别 ........................................................................................10 2.3 相关理论 ........................................................................................................10 2.3.1 企业管理理论 ......................................................................................10 2.3.2 领导力理论 ..........................................................................................11 2.3.3 胜任力理论 ..........................................................................................12 2.4 本章小结 ........................................................................................................13 第 3 章 JT 国企情况..................................................................................................14 3.1 企业性质 ........................................................................................................14 3.2 战略目标 ........................................................................................................15 3.3 JT 公司典型管理岗位....................................................................................16 3.3.1 JT 公司中层管理人员界定 ..................................................................16 3.3.2 JT 公司中层管理人员典型岗位 ..........................................................16 3.4 本章小结 ........................................................................................................17目 录 IV 第 4 章 JT 公司中层管理人员能力素质模型构建..................................................19 4.1 能力素质模型构建思路 ................................................................................19 4.2 能力素质模型要素提炼 ................................................................................19 4.2.1 围绕公司战略提炼能力素质要素 ......................................................19 4.2.2 对标世界一流提炼能力素质要素 ......................................................20 4.2.3 行为事件访谈提炼能力素质要素 ......................................................21 4.2.4 能力素质要素集合 ..............................................................................23 4.3 能力素质模型构建 ........................................................................................23 4.3.1 能力素质模型构建流程 ......................................................................23 4.3.2 共性能力素质模型构建 ......................................................................24 4.3.3 七类典型岗位个性能力素质模型构建 ..............................................25 4.4 本章小结 ........................................................................................................29 第 5 章 JT 公司中层管理人员能力素质模型的运用..............................................31 5.1 JT 公司中层管理人员能力素质模型运用范围............................................31 5.1.1 适用于国有大型企业 ..........................................................................31 5.1.2 对大型国有企业具有重要意义 ..........................................................32 5.2 JT 公司中层管理人员能力素质模型运用条件............................................33 5.3 JT 公司中层管理人员能力素质模型运用领域............................................37 5.3.1 完善 JT 公司中层管理人员培训提升 ................................................37 5.3.2 完善 JT 公司中层