中国当前正处于由要素驱动型向创新驱动型经济增长模式转变的转型升级时期。建 筑设计属于创新及知识密集型行业。因此，寻找企业创新、优化结构管理、加大人才投 资力度，已成为建筑设计企业的一致共识和普遍行动。但许多企业存在着劳动力结构不 合理，员工不能满足相应岗位职责等人力资源短板。因此，对员工的培训既是建筑设计 企业发展中一项重要的投资性战略，又是企业人力资源发展中的核心环节，也是企业发 展中有效的管理激励方式。在这样的背景下，探究建筑设计企业员工培训对建筑设计企 业的创新发展具有重要的现实意义。 本论文的研究对象J设计公司是全国领先的综合性设计机构。拥有各级管理人员和 专业技术人员千余人，是成都市民营建筑设计领域中比较具有代表性的企业。但不同岗 位所接受的培训资源差异化较大，管理部门接受到的来自公司系统化的行业培训较多， 而商务和技术板块人员，无论从培训频率还是培训效果都不尽如人意。目前J设计公司 这种缺乏对人才的长期性、规划性培养的发展模式，在公司发展过程中，员工流失率高， 专业岗位人才缺乏可持续的核心竞争力。因此，在基于胜任力模型的基础上，为公司的 员工培训体系建设提出建议显得很有必要。 本文首先将J设计公司、建筑行业、员工培训和胜任力模型作为论文关键词进行了 背景分析并做了论文研究综述分析，确认了论文研究的可行性。其次，结合J设计公司 的基本情况，通过问卷的方式对员工培训作现状分析，分别从整体的培训评价、培训需 求与内容、培训计划与实施、培训方式及培训的效果评估五个方面收集数据、分析培训 的问题现状。接着通过文献法、事件访谈法及查阅相关资料、获取相关数据，描述整理 出具有高分辨率的胜任力因素，并从核心要素、通用能力和知识技能三个方面细分出 20项胜任力因素作为J设计公司的胜任力模型。最后借助胜任力模型对J公司的员工 培训工作做出调整，主要包括基于战略发展及员工职业生涯规划的培训思路，涵盖培训 需求、培训计划、课程设置到实施评估的培训内容和从文化、制度到资源的保障措施。 最后在结论中，本人总结出了本次研究中的浅显结论，也袒露了研究过程中，对J设计 公司建构的胜任力模型的数据验证不够。 关键词：J设计公司建筑设计员工培训胜任力模型 ResearchonemployeetrainingofJDesignCompanybasedonCompetencyModel II Abstract Atpresent,Chinaisinaperiodoftransformationandupgradingfromfactor-drivento innovation-driveneconomicgrowth.Architecturaldesignbelongstoinnovationand knowledge-intensiveindustries.Therefore,ithasbecometheconsensusandcommonaction ofarchitecturaldesignenterprisestofindenterpriseinnovation,optimizestructural managementandincreasetalentinvestment.However,theunreasonablelaborstructurein thecompany,whichemployeescannotmeetthecorrespondingpostresponsibilitiesand otherhumanresourcesshortcomings.Therefore,thetrainingisnotonlyanimportant investmentstrategyinthedevelopmentofarchitecturaldesignenterprises,butalsothecore linkinthedevelopmentofhumanresourcesandaneffectivewaytothemanagement incentive.Inthiscontext,onthebasisofcompetencymodel,thereisagreatpractical significancetoputforwardsomesuggestionsfortheconstructionofemployeetraining systeminarchitecturaldesignenterprises. JDesignCompanyastheresearchobjectofthispaper,whichistheleading comprehensivedesignorganizationinChina.Withmanagersatalllevelsandprofessional andtechnicalpersonnel,itisarepresentativeenterpriseinthefieldofprivatearchitectural designinChengdu.However,thetrainingresourcesreceivedbyeachpositionsarequite different,andthemanagementdepartmentsreceivemoresystematicindustrytrainingfrom thecompany,butthebusinessandtechnicalemployees,nomatterfromthetraining frequencyorthetrainingeffectarenotenough.Atpresent,JDesignCompanyisakindof developmentmodewhichlacksthelong-termandplannedtrainingoftalents.Intheprocess ofthedevelopmentofthecompany,theturnoverrateofemployeesishigh,andthetalents inprofessionalpostslackofsustainablecorecompetitiveness.Therefore,itisurgentto improveandoptimizethestafftrainingsystem. Firstofall,thispaperanalyzesthebackgroundofthearchitecturaldesigncompany,the stafftraining,thecurrenttrainingandthecompetencymodelasthekeywordsofthepaper. Itmakesasummaryandanalysisofthepaperandconfirmsthefeasibilityofthepaper. Secondly,itcombineswiththebasicsituationofJDesignCompany,thispaperanalyzesthe currentsituationofemployeetrainingthroughquestionnaire.Itcollectsdataandanalyzes ResearchonemployeetrainingofJDesignCompanybasedonCompetencyModel III thecurrentsituationoftrainingproblemsinfiveaspects:overalltrainingevaluation,training demandandcontent,trainingplanandimplementation,trainingmodeandtraining evaluation. Thenthroughtheliteraturemethod,eventinterviewmethodandtherelevantinformation, obtainrelevantdata,describeandsortoutthecompetencyfactorswithhighresolution.So itsubdivides20competencyfactorsasthecompetencymodelofJdesigncompanyfrom threeaspects:coreelements,generalcompetencies,knowledgeandskills.Finally,withthe helpofcompetencymodel,thestafftrainingworkofJcompanyisadjusted,includingthe trainingideasbasedonthestrategicdevelopmentandemployeecareerplanning,including trainingneeds,trainingplan,curriculumtotheimplementationoftheevaluationofthe trainingcontentandthesafeguardmeasurefromtheculture,thesystemtotheresources. Finally,itsummarizesthesimpleconclusionsofthisstudy,butalsorevealsthatinthe processofresearch,thedataverificationofthecompetencymodelconstructedbyJDesign Companyisnotenough. Keywords:JDesignCompany；ArchitecturalDesign;StaffTraining;CompetencyModel 基于胜任力模型的J设计公司员工培训问题研究 目录 摘要............................................................................................................................I Abstract..................................................................................................................II 第1章绪论........................................................................................................1 1.1研究背景和意义.........................................................................................................1 1.1.1研究背景...........................................................................................................1 1.1.2研究意义...........................................................................................................1 1.2国内外研究现状.........................................................................................................2 1.2.1国外关于胜任力与培训的研究现状...............................................................2 1.2.2国内关于胜任力与培训的研究现状...............................................................3 1.3研究思路、内容、方法.............................................................................................4 1.3.1研究思路...........................................................................................................4 1.3.2研究内容...........................................................................................................5 1.3.3研究方法...........................................................................................................6 第2章核心概念界定..........................................................................................7 2.1核心概念....................................................................................................................7 2.1.1建筑设计...........................................................................................................7 2.1.2培训及员工培训的概念...................................................................................7 2.2胜任力理论................................................................................................................7 第3章J设计公司员工培训现状及问题分析..................................................9 3.1J设计公司概况.........................................................................................................9 3.1.1J设计公司简介...............................................................................................9 3.1.2J设计公司战略方向.......................................................................................9 3.1.3J设计公司组织结构.....................................................................................10 3.1.4J设计公司人力资源中心情况.....................................................................10 3.1.5J设计公司员工构成................................................................