基于胜任力特征的财务人员职业晋升体系设计

人力资源论文编号:RL025  字数:19782,页数:40  本篇论文包含任务书,开题报告,论文,文献综述,外文翻译,等  

目录
一、绪论 ................................................1
（一）人力资源战略与规划 ................................1
（二）胜任力和胜任力模型................................ 1
1、胜任力概念 ...........................................1
2、胜任力模型............................................2
（三）关于职业晋升的理论................................ 5
1、晋升机制概述 .........................................5
2、晋升机制影响流失率的原因分析 .........................5
3、建立良好的晋升机制....................................6
（四）企业内部供给预测方法.............................. 7
（五）职业生涯规划...................................... 7
二、长沙三一重工有限公司的人力资源规划分析 ..............8
（一）公司的背景概况、组织结构及发展战略 ................8
1、公司的背景概况 .......................................8
2、组织结构............................................. 9
3、发展战略 .............................................9
（二）诊断该公司在人力资源规划方面存在的问题 ...........10
（三）对公司实施内部财务人力资源培养的可能性及必要性分析10
1、可能性 ..............................................10
2、必要性...............................................11
三、基于胜任力模型的财务人员职业晋升体系设计 ...........12
（一）职业晋升体系设计的职位系列选择....................12
（二）职业晋升的流程设计............................... 13
1、做出有效晋升决策的五个步骤 ..........................13
2、员工晋升控制流程.................................... 14
（三）各层级财务人员的胜任力模型 .......................16
1、出纳的胜任力模型 ....................................16
2、会计的胜任力模型 ....................................16
3、主办会计的胜任力模型.................................17
4、财务主管的胜任力模型................................ 18
5、财务经理的胜任力模型.................................18
6、财务总监的胜任力模型 ................................19
7、财务人员胜任力标准等级图............................ 21
四、基于胜任力模型的职业晋升应用 .......................22
（一）财务人员的考评结果............................... 22
（二）财务职业晋升体系——人员替换图 ...................26
五、结论............................................... 28
（一）本文的结论....................................... 28
（二）需要进一步研究的问题 .............................28
致谢 ...................................................29
参考文献............................................... 30
附录 ...................................................31
附录1.................................................. 31
附录2.................................................. 33
附录3 ..................................................34
附录4 ..................................................36

摘    要
晋升是指员工由较低层级职位上升到较高层级职位的过程，是一种在对在职员工个人努力和能力认可的前提下的职位调整。它建立在客观评价基础上，调整的目的是让员工找到适当的岗位，以利于更好的发挥和实现自己的价值，同时实现组织的目的。基于胜任力的职业晋升是通过比较员工本身的素质能力与岗位本身的胜任力标准，从而确定员工是否能晋升的一种晋升方法。    本文从胜任力模型和职业晋升的基本理论入手，通过对背景公司的调查了解和相关资料的查阅，建立了该公司财务人员的胜任力模型。笔者以此为基础，结合员工职业生涯规划、员工绩效考核和知识测评结果设计了该公司财务人员职业晋升体系。
本文第一部分对胜任力模型、职业晋升、人力资源规划、职业生涯规划等理论进行了概述；第二部分对长沙三一重工有限公司人力资源规划的现状及存在的问题进行诊断，以及对本次人力资源规划并设计职业晋升体系的可能性和必要性进行了分析；第三部分在前两部分的基础上，结合公司的业务流程，确定职业晋升的流程。参考相关文献，对财务人员的胜任力进行分析，形成了各等级财务人员的胜任力模型；第四部分是本次基于胜任力模型的职业晋升的应用；第五部分是论文的结论以及需要进一步研究的问题。

关键词：职业晋升；胜任力；职业生涯规划；人力资源规划

Abstract
Promotion is the process for staff rising from inferior positions to superior ones, which is a rank adjustment after the recognition of their personal efforts and abilities. It is founded on the basis of objective eva luation and the purpose of this adjustment is to suit the staffs to the proper positions, so that self-value can be carried out and realized, that the goal of an organization achieved.
This thesis is to build a model to measure the competence of the financial staff in this company on the basis of competence modeling and the theory of promotion, by the investigation of the company’s background and the research on the relevant information. On this basis, the promotion system of the financial staffs in the company is designed, together with the combination of staffs’ occupational planning, performance appraisal, and knowledge testing results.
In the first part of my paper, introductions will be given to the theories of competence modeling, occupational promotion and human resource planning. In the second part, diagnosis of the status in quo  and existing problems in human resource planning of Zhejiang Baoyi Investing Group Company Ltd.. Besides, the possibility and necessity of this human resource planning and the designing of the promotion system will be analyzed. Given the above two parts, the promotional procedure will be decided according to its operational flow. I referred to relevant references to have an analysis of financial staffs’ competence, thus making up their hierarchical competence models. The forth part is the application of this competence modeling in the occupational promotion. The last part of the paper is the conclusion and present of some problems to be further discussed.

Key words：Occupational promotion; Competence; Occupational planning; Human resource planning