企業(yè)管理-企業(yè)核心職能發(fā)展與應(yīng)用(ppt40)-經(jīng)營管理(已修改)
2025-08-26 17:54 本頁面
【正文】 1 企業(yè)核心職能發(fā)展與應(yīng)用 2 02/20/99 2 為何要研究職能並加以應(yīng)用？ ? 將企業(yè)文化、經(jīng)營理念、政策等價(jià)值觀融入經(jīng)營管理機(jī)能 ? 應(yīng)用職能提升 HR在人力資本的管理品質(zhì) ? 將企業(yè)文化融入組織成員（醞釀、培養(yǎng)與成長） ? 建立企業(yè)內(nèi)部人力管理一致管理標(biāo)準(zhǔn) 3 統(tǒng)一超商的企業(yè)文化 ? 延續(xù)統(tǒng)一的經(jīng)營哲學(xué) – 誠實(shí)、苦幹、追求卓越 ? 重視商品、服務(wù)、衛(wèi)生、清潔 ? 重視組織和諧與倫理 ? 品德操守第一、績效次之 ? 重視基層管理與業(yè)務(wù)經(jīng)歷的養(yǎng)成 ? 重視團(tuán)體績效 ? 重視人才培育 ? 中國式的管理模式 4 知識管理 知識的迴旋 (Spiral of Knowledge) 隱性知識 企業(yè)文化、信念價(jià)值 文獻(xiàn)、故事 核心職能 制度應(yīng)用 5 02/20/99 3 報(bào)告綱要： ? 職能的意義 ? 職能的發(fā)展方法（ Spencer’s model） ? 職能的應(yīng)用 – 甄選面談 – 人才庫管理 6 02/20/99 4 Definition of a Competency ? Is an underlying characteristic of an individual that is causally related to criterionreferenced effective and / or superior performance in a job or situation. – Underlying characteristic means petency is a fairly deep and enduring part of a person’s personality and can predict behavior in a wide variety of situation and job tasks. – Causally related means that a petency causes or predicts behavior and performance. – Criterionreferenced means that the petency actually predicts who does something well or poorly. Lyle M. Spencer, at work(1983), John Wiley amp。 Sons, USA 7 02/20/99 6 Underlying characteristic of an individual’s petency 工作動機(jī)個人特質(zhì)工作態(tài)度管理技能學(xué)術(shù)背景工作經(jīng)驗(yàn)專業(yè)技能知識、技能職能Trait, Motive SelfConcept, attitudes, value Certification Work experience Managerial skill 高 低 觀察與定義的容易程度 Iceberg Model Consulting Model 8 Causal Relationships ? Competencies always include an intent – motive or trait force which cause action toward an oute – . knowledge and skill petencies invariably include a motive, trait or selfconcept which provides the drive or push for the knowledge or skill to be used. ? Behavior without intent doesn’t define a petency – . management by walking around ? Causal flow model can be used to do behavioral analysis 9 Causal flow model Intent Action Oute Personal Characteristics Behavior Job Performance 成就動機(jī) 品質(zhì)不斷改善 持續(xù)改善 增加收益 高目標(biāo)設(shè)定 不斷提升效率 10 Criterion Reference ? A characteristic or credential that makes no difference in performance is not a petency and should not be used to evaluate people. ? The criteria most frequently used in petency studies are: – Superior performance ? performance above average among peer – Effective performance ? above minimally acceptable level of work 11 解釋名詞 ? Behavior – the actions taken by an incumbent to perform job responsibilities successfully in a particular situation – writing report, driving a truck, leading a team meeting… ? Motivation – aspects of work that may lead to job satisfaction, anizational mitment and turnover – job satisfaction, geographical location, pay satisfaction ? Knowledge – technical and professional information needed to perform a job activities – valid license, surgeon’s medical degree, educational degrees…which related to job performance Development Dimensions International, Inc Job management ER management Job management 12 Hint ? 『 職能 』 的組成 – 鎖定探討的對象與其可
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