提升公务员胜任力之培训需求分析研究

首都经济贸易大学硕士学位论文提升公务员胜任力之培训需求分析研究姓名：崔元元申请学位级别：硕士专业：行政管理指导教师：张骏生20090201IIIAbstractCivilservanttrainingistheimportantpartofthecivilservantsystem.Itistheimportantstepandthenecessaryguaranteeofimprovingthecivilservantquality,establishingexcellentincorruptibleefficientranks,improvingthegovernmentefficiency.Butatpresent,thecivilservanttrainingisaimlessandhaslowquality.Thekeyreasonistheproblemofthetrainingdemandanalysis.Eraisdevelopingcontinuously,societyisprogressingcontinuously,thetrainingdemandoforganizationandindividualischangingcontinuously,too.Ifthetrainingdemandanalysiscan’tkeeppacewiththechangeofsituationandresponsibility,itcertainlyleadstoblindnessandrandomicityinformulatingstrategypolicyplananddecidingtrainingtargetobjectcontentandselectingtrainingmethod.Italsoinfluencestrainingresultdirectly.Itisurgenttostrengthenthecivilservanttrainingdemandanalysistochangethepresentstateandmakethetrainingbetter.Therearefoursectionsinthisthesis.Thefirstsectionisforeword,itintroducesthebackgroundsignificanceandmethodoftheresearch.Thesecondsectionelaboratesthemodelofpromotingthecompetenceandthetheoryofcivilservanttrainingdemandanalysisandwhytheproblemexists.Italsoestablishesthetrainingdemandanalysisbaseonthecompetence.Thelastsectionillustratestheimportantwayofthecivilservanttrainingisoptionalcurriculumtraining.Keywords:civilservanttrainingdemandanalysiscompetence1,4611.11.22,46121.31.3.11.3.1.11950196073,,,3,461.3.1.22003122619652/34,461.3.21.3.2.11231.3.2.2(1)5,4623451.3.3106,46301.41,,7,462,,31.512006-201028,4622.12.1.12.1.22.1.2.19,46,1110,461?112A1B1C1A2B2C2A1A2..,12913111,46222.1.2.213..,129131A1B1C1A2B2C212,46322..,12913113,4622.1.2.34..,129131首都经济贸易大学硕士学位论文提升公务员胜任力之培训需求分析研究第14页,共46页第三步，开发需求分析。根据胜任力分析所得出的结论，确定组织及公务员个人的胜任力开发需求，包括横向的胜任力拓展需求和纵向的胜任力提升需求。第四步，开发方案设计。根据胜任力开发需求，结合所拥有的开发能力及其他可利用的开发资源状况，设计切实可行的开发方案。开发方案可以是长期的规划方案，也可以是短期的实施方案；既应包括胜任培训，也应包括胜任力拓展与提升。第五步，开发实施。即采取多种途径与方式(如自我开发、培训、交流、考核等)，具体组织实施各开发项目。第六步，开发效果跟踪评估。既包括对开发效果总体效果的评估，也包括对具体项目与活动的评估，同时还应包括对开发方案整体设计的评估。通过评估，及时获得开发有效性的信息并进行分析，为调整改进开发方案、改善开发项目组织、提高开发的有效性提供依据。第七步，反馈调整。将跟踪评估所获得的信息及时反馈给有关部门与人员，用以调整、改善开发设计与实施。图4基于胜任力的能力提升模型开发方案设计胜任力分析职位要求可预期的变化胜任力调查员工胜任力特征不胜任基本胜任胜任优异开发需求分析反馈与调整胜任力拓展需求胜任力提升需求开发能力与资源反馈与调整胜任培训胜任力拓展与提升反馈与调整开发实施开发效果跟踪评估15,462.1.32.22.2.12.2.2116,46232.2.31::17,462::::3:()18,46().,2.2.41219,463,2.2.5YGWB2.2.5.1()20,462.2.5.212(1)(2)(3)21,462.2.5.3YGWB()YGWBYGWB1YGWBYGWBYGWBYGWB()2YGWBYGWB()()22,46YGWB43213YGWBYGWB35YGWBYGWBYGWB..,20053:404323,4633.13.1.11224,463.1.2:12323,4633.13.1.11224,463.1.2:12325,46453.1.326,463.1.412327,463.23.2.13.2.228,463.2.3129,46233.33.3.1:130,46234563.3.2,31,463.3.2.13.3.2.232,463.3.2.31,2333,463.3.2.4MBA34,463.3.2.513602()()335,4636,4644.11237,46338,464.24.31N+XN+XNX2200439,46340,464.44.4.110730041,464.4.2076802966093840061042,464.4.310274008101043,4644,4645,46[1].,2008,11:58[2]..,20081:8991[3],,..,20074:9293[4]..,200712:57[5]..,20066:120121[6]..,20066:1011[7]..,20062:2830[8]..,20061:105107[9]..,20053:4043[10],,..,200311:15[11]..20071[12]..200627[13].:[].,20081[14].:[].,20086[15].:[].,200712[16].:[].,200710[17].:[].,20076[18].:[].,20071[19].:[].,20065[20].46,46:[].,20075[21].:[].,20076[22].:[].,20056[23].:[].,20055[24].:[].,2005.6[25].:[].20066[26][]..2002[27][]A..2002[28]2005375[29]..,2007116061[30]..,2007,12:5557[31]..,129131[32],..200416667[33]JJ..1998[34]A[]()2001[35]..,20074[36],.2005,2[37][],.2005,9[38]..20072910[39]..,2004,2:3133[40][]2003[41][]2001[42][]W1990[43][44]=233[45]提升公务员胜任力之培训需求分析研究作者：崔元元学位授予单位：首都经济贸易大学本文链接：