ABSTRACT基于胜任力模型的科技人员测评体系研究以导航公司为例摘 要军工企业的现代化与市场化还在不断深入，这迫切要求军工企业提高其现代化管理水平，尤其是人力资源管理水平。军工企业是技术驱动型的，核心技术是企业获得竞争优势的重要来源。军工企业也要面临市场的激烈竞争。科技工作者是军工企业的核心人员，他们开发技术、使用技术，进行产品、流程的创新，满足顾客的需求，使得产品价值得以实现。将胜任力理论应用到军工企业科技人员人力资源管理过程中，对于提高企业核心竞争力具有重要意义。本文首先通过检索国内外有关的胜任力概念、胜任力构建方法、胜任力与人员素质测评关系的文献，并对相关研究进行梳理，为导航公司科技人员胜任力构建奠定理论与方法基础。同时，对基于研发、技术等知识型员工的胜任力的研究进行整理，了解科技人员的特点、胜任特征的基本要素。通过文献回顾，确定胜任力模型构建的方法、步骤、权重计算方法，基于测评理论分析胜任力测评的基本方法，如心理测验、评价中心等。根据导航公司科技人员人力资源管理的现状，对科技人员人力资源管理中存在的问题进行分析，强调了胜任力模型构建的必要性。基于公司战略与岗位工作内容，参考胜任力词典、相关研究结论与逻辑推导方法提取胜任力初始要素，并通过绩效高低分组独立样本T检验与战略相关性对初始要素进行筛选，最终确定了包括能力、知识与职业素养的三维9要素胜任力模型。通过层次分析法（AHP）确定了不同要素的相对权重，为胜任力模型运用奠定基础。基于开发的胜任力模型，以导航公司科技人员的招聘与选拔为例，探讨了如何对胜任力模型进行测量以及如何应用于人才测评，并提出了在具体的基于胜任力测评过程中应该注意的问题，例如人员测与评的分离。最后，总结了本文的研究结论，从研究对象、研究方法、成果应用等角度探讨了本文的研究局限，并提出了未来研究方向。关键词：胜任力；人才测评体系；科技人员STUDY ON TECHNOLOGY TALENT EVALUATION SYSTEM BASED ON THE COMPETENCY MODELAN EXAMPLE OF NAVIGATION COMPANYABSTRACTMilitary enterprise modernization and marketization is also in going unceasingly, how to improve the management level of military industrial enterprises and establish a perfect modern enterprise management system is still one of the core problems in the present reform of state-owned enterprises. Military enterprise is driven mainly by technology; technology is an important source of enterprise to gain competitive advantage. Military enterprise will face the fierce market competition. Technology personnel are the core workers of the military enterprise. They develop technology, use technology and perform product and process innovation in order to meet the needs of customers, making the product value come true. Applying competency theory to the process of human resource management of scientific and technological personnel is of great significance for the improvement of enterprise core competitiveness.This paper retrieved the literatures related to the competency concept, construction method, and the relationship between competence and personnel assessment and carded the related research in order to build a theory and method basis to establish competency model for navigation company. At the same time, the paper summed up the related researches concerned with technology and other knowledge staff and made a good understanding about the characteristics of scientific and technological personnel, the basic elements of competence characteristics. After literature review, we determined the methods and steps of constructing competency model, the weight calculation method, the basic methods of competency assessment, such as psychological test and evaluation center, etc.According to the situation of human resource management of scientific and technological personnel of Navigation Company, we analyzed the existing problems and emphasized the necessity of constructing competency model. Based on company strategy and working content, referring to the competency dictionary, related research conclusions and logical deduction method to extract competency initial elements, and filtered the factors through independent sample t-test according to the performance. The final competency model included ability, knowledge and professional quality dimensions consisting of 9 elements. Through the analytic hierarchy process (AHP), we determined the relative weights of different factors, laying the groundwork for competency model manipulation. Based on the developed the competency model, we take how to recruit employees for example to display how to measure the competency model and how to applied to the assessment, and put forward the specific problems that should be noticed in the process of the measurement based on competency, such as separation of the surveying and evaluation personnel.Finally, we summarized the research conclusion of this article, and discussed the research limitations from the object of study, research methods and application of results angles and put forward the future research directions. KEY WORDS: competence; talent assessment system; scientific and technological personnelIII参 考 文 献目 录第一章 绪论1一、研究背景1二、研究目的与思路2（一）研究目的2（二）研究思路3三、研究方法4四、研究创新点5（一）研究内容5（二）研究对象5第二章 相关概念和文献综述6一、胜任力模型6（一）胜任力模型的概念6（二）胜任力模型构成要素8（三）胜任力模型的用途8二、胜任力模型构建9（一）胜任要素的提取方法9（二）胜任要素的权重分配方法10三、相关文献综述10（一）国外研究现状10（二）国内研究现状12第三章 导航公司科技人员测评现状及问题14一、导航公司发展概况14（一）导航公司简介14（二）导航公司业务类型15（三）导航公司科技人员人力资源状况15（四）导航公司科技人员的特点18二、导航公司科技人员管理中的问题18（一）招聘依据与流程不合理18（二）职业生涯管理无序，人员配置不合理19（三）培训需求分析针对性不足19（四）绩效管理标准、评价主观化19三、导航公司科技人员测评中的问题19（一）测评工具选择中的问题20（二）测评工具使用中的问题20（三）测评结果解读中的问题21（四）测评结果应用中的问题21第四章 导航公司科技人员胜任力模型构建22一、胜任力模型在科技人员测评中的应用价值22（一）胜任力模型与科技人员招聘、甄选22（二）胜任力模型与科技人员绩效管理22（三）胜任力模型与科技人员职业生涯规划23二、导航公司科技人员胜任力模型构建过程23（一）明确导航公司的战略目标23（二）确定胜任力模型核心岗位24（三）界定绩效优劣的标准24（四）初始胜任要素的提取25（五）胜任要素的筛选与剔除25（六）胜任要素的定义与等级描述28（七）胜任力模型要素权重确定28第五章 基于胜任力模型的导航公司科技人员测评体系32一、胜任力模型与测评结合的理论基础32（一）人员测评32