基于组织胜任力的研发员工职业生涯管理:基于中国高技术制造企业的视角

Huo Qiong
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引用次数: 0

摘要

过去的研究表明,中国高技术制造企业的员工职业生涯管理可以影响员工的个人绩效,进而影响公司的整体绩效;资格管理是企业人力资源干预员工职业生涯管理的重要手段,对员工可变职业生涯有一定的影响;员工可变职业生涯对组织胜任力有一定的影响。本研究的目的是在人才能力管理领域进一步探讨中国高技术制造企业组织能力的影响因素。本研究采用定量设计,选取深圳、广州、重庆、江苏苏州和陕西西安的60多家高科技制造企业,通过互联网平台收集调查问卷,运用因子分析法分析组织胜任力、资质管理、员工职业生涯管理和可变职业生涯的影响因素,寻求不同变量之间的内在关系;提出了中国高技术制造企业员工能力管理和组织能力管理的维度可供参考。本文的研究结果对于我国高技术制造企业在知识经济时代降低研发系统知识型员工的流动率,不断提高组织能力具有一定的理论和实践意义。同时也为研究员工能力管理与组织能力关系的理论工作者提供了一个创新的视角。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Career Management of R&D Employees on Organizational Competence: A Perspective from Chinese High-Tech Manufacturing Enterprises
Past studies have shown that employee career management in Chinese high-tech manufacturing companies can affect the individual performance of employees, and then affect the overall performance of the company; Qualification management is an important means for corporate human resources to intervene in employee career management and has a certain impact on employee variable career; And employee variable career has certain influence on organizational competence. This purpose of this study is to further explore the influencing factors of the organizational competence of Chinese high-tech manufacturing enterprises in the field of talent capability management. This study used the quantitative design and selects more than 60 high-tech manufacturing enterprises in Shenzhen, Guangzhou, Chongqing, Suzhou, Jiangsu, and Xi’an, Shaanxi, and collects survey questionnaires through the Internet platform, and uses factor analysis to analyze the influencing factors in organizational competence, qualification management , employee career management and variable career , seek the internal relationship among different variables ; Put forward dimensions for reference in terms of employee capability management and organizational competence of Chinese high-tech manufacturing enterprises. The results of this study have certain theoretical and practical implications and significance for Chinese high-tech manufacturing enterprises to reduce the turnover rate of knowledge-based employees in the R&D system and continuously improve organizational competence in the era of knowledge economy. At the same time, it concluded and provides an innovative perspective for theorists who study the relationship between employee capability management and organizational ability.
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