1 DW公司软件项目经理胜任力模型构建及应用研究 摘要 信息技术的不断发展给IT信息产业带来了崭新的发展机遇。软件 公司作为知识密集型企业，人的因素对公司的发展发挥着重要作用。 软件项目经理这一重要岗位，其综合素质能力与项目的效益有着重要 的联系，直接关系到项目成败。而技术的不断进步使得项目复杂程度 越来越高、人才竞争日益激烈，这就使得软件项目经理综合素质能力 要求变得也就越来越高。而人工智能、大数据、云计算、5G等新技术 的到来给软件公司的发展也带来了新的技术挑战。同业竞争、跨界竞 争、客户需求个性化多元化使得软件公司必须不断调整自身战略方向， 适应外部环境变化，以提升自我战斗能力。在这种背景下，对项目经 理胜任力的评估标准就需要在原来基础上进行优化以适应新的战略目 标，胜任力模型的构建势在必行。为了在竞争激烈的市场中获得并保 持持续的竞争优势，软件公司就需要采取行之有效的措施，把人才的 引进、培训、管理、运用充分结合起来，以增强企业技术创新能力和 核心竞争能力。以胜任力模型为基础的人力资源基础建设体系，对软 件公司来说有很强的现实意义。 DW是一家以政府、医院等为客户对象的信息化软件公司，随着 公司的进一步发展，项目数量的增多、复杂度增加给项目管理带来了 很大的挑战，这也对对项目经理这一岗位的管理也提出了更高的要求。 2018年DW公司实施了业务整合，进一步扩大规模，做大业绩，计划 在科创板上市。本研究便是在此战略目标下提出的，人力资源管理体 系如何机动以应对转型。本文尝试锁定软件项目经理这一岗位，但通 过实际调研发现，当前的这种内部管理现状有可能不足以支撑很好的 中国政法大学硕士学位论文 DW公司软件项目经理胜任力模型构建及应用研究 2 战略目标的达成，胜任力素质模型构建研究将会是解决这些问题的基 础性工作。 本文以软件项目经理胜任力为核心，从DW公司项目管理现状出 发，分析了当前项目经理岗位胜任力存在的一些问题，得出了构建岗 位胜任力模型的必要性。首先，确定DW公司软件项目经理胜任力指 标:文献归纳初步总结指标，使用大数据技术下的网络爬虫与文本挖掘 从海量招聘网站需求数据中提取软件胜任力高频词，进一步从公司战 略目标与岗位职责以及关键行为访谈中提取到适配DW公司软件项目 经理岗位的胜任力指标。其次，确定各个指标权重:通过问卷调查获得 针对胜任力指标的主客观问题样本数据，使用spss软件进行因子分析、 差异性分析，使用主成分分析法确定胜任力指标的客观权重，然后通 过层次分析法确定胜任力指标的主观权重，最后使用均值法公式将客 观权重和主观权重结合形成主客观组合权重，有效的避免了客观权重 赋权过于绝对，主观赋权过于感性、受人为影响较大的局限性，最终 构建起DW公司软件项目经理胜任力模型，该模型由5个维度34项胜 任特征组成。5个维度分别为专业能力、自我提升、个人特质、个人魅 力、工作实践。再次，验证模型有效性:使用kmeans聚类分析法，收集 胜任力模型测评样本，聚类结果与预先样本实际情况相符，验证了模 型有效性。最后，应用模型:面对DW公司当前面临的岗位胜任力出现 的问题，将构建的胜任力模型在DW公司进行实际应用主要体现在选 拔招聘、培训、绩效考核方面。该模型使该公司软件项目经理的评估 管理更加客观、准确、系统、有效。不仅解决了DW公司软件项目经 理胜任力出现的问题以更好的去支撑公司战略目标的达成，最后希望 能够对其他软件公司的软件项目经理胜任力模型的构建起到一定的借 鉴作用。 关键词：DW公司,软件项目管理,胜任力模型,文本挖掘 ABSTRACT 1 DW COMPANY PROJECT MANAGER COMPETENCY MODEL AND APPLICATION REASERCH ABSTRACT The continuous development of information technology brings new development opportunities for the information industry. The software industry is a knowledge-intensive industry, and human factors have an important influence on the development of enterprises. An important position in the software industry is the project manager, whose overall quality is closely related to the project's effectiveness, and directly related to the success or failure of the project. With the continuous progress of science and technology, the complexity of the project is getting higher and higher, the competition for talent is more and more fierce, and the comprehensive quality requirements of the software project manager are also getting higher and higher. With the advent of new technologies such as artificial intelligence, big data, cloud computing, and 5G, software companies are also facing new technical challenges. Competition among industries, transnational competition, and personalized diversification of customer needs make software companies constantly adjust their strategic directions and adapt to changes in the external environment to improve their resistance. Based on this background, it is necessary to optimize the evaluation criteria of the project manager's ability on the original basis to adapt to the new strategic goals, and the construction of the ability model is imperative. If software companies want to obtain and maintain a sustainable competitive advantage in a fiercely competitive market, they must take effective measures to fully integrate talent introduction, training, management, and application to improve technological innovation capabilities and core competitiveness. Human resources infrastructure 中国政法大学硕士学位论文 DW公司软件项目经理胜任力模型构建及应用研究 2 construction system based on competency model has strong practical significance for software enterprises. DW Company is an information software company which takes government, hospital and other customers as service objects. With the further development of the company, the increase of the number and complexity of projects brings great challenges to project management, and also puts forward higher requirements for project manager management. In 2017, DW Company implemented business integration, further expanded its scale, expanded its performance and planned to go public on science and technology innovation board. This article is under this strategic goal, how does the human resource management system respond to this kind of transformation. This paper attempts to lock the position of software project manager, but through the actual investigation, it is found that the current situation of internal management may not be enough to support the realization of good strategic objectives, so the research on the construction of competency model will be the basis to solve these problems. Based on the current status of DW's project management, with the competence of software project managers as the core, it analyzes some problems in the current project manager's post competence, and proposes the necessity of building a post competency model. First determine the DW company software project manager capability index: literature summary summarizes the preliminary summary index, uses big data technology for web crawlers and text mining, extracts software capability high-frequency words from the demand data of a large number of recruitment websites, and then from the company ’s strategic goals and positions competency indicators for software project management positions suitable for DW companies were extracted from interviews with responsibilities and key behaviors. The second is to determine the weight of each indicator: through questionnaire survey, obtain sample data of subjective and objective questions involved in the competency indicator, use SPSS software for factor analysis and difference analysis, and use principal component analysis to determine the objective weight of the competency index, and ABSTRACT 3 then use the analytic hierarchy process determines the subjective weights of the competency index. Finally, the average formula is used to combine the objective weights with the subjective weights to form a combination of subjective and objective weights, which effectively avoids excessively high objective weights, excessively large subjective weights, and subjective empowerment sensibility. Due to defects such as human influence, DW's software project manager competence model was finally established. The model contains 34 competence elements in 5 dimensions. Five dimensions: professional ability, self-improvement, personal characteristics, personal charm, and work practice. Third, verify the validity of the model: use the kmeans cluster analysis method to collect competence model evaluation samples, and the clustering results are in line with the actual situation before the sample, which verifies the correctness of the model. Application model: Aiming at