在当今不断竞争与发展的趋势中，尤其是对于国有资产管理公司，核心竞争力的重塑
与提升，依赖于各自组织中所具有的人力资源综合素质水平以及其人力资本的总体实
力，而不再只是单纯依靠资本和技术实力

同时，公司战略目标的实施与达成，很大程度凭借公司人才的能力。而胜任力即
是有效判别人才能力的参数。公司采取构建胜任力模型的方式来评价员工，不仅能够
增加判别工作的精度，还可以增加选人用人的效能利用率。并且，公司中的人力资源
管理工作以及体系的搭建，不仅在规划与战略方面要符合公司的发展方向，员工自我
发展的需要也要被兼顾。当个人的发展目标可以接近并且结合企业的目标时，员工的
工作积极性就会被彻底激发，最大程度的发挥出人的主观能动性

本文由三个部分组成。第一部分，文章简要阐述了胜任力及胜任力模型相关的研
究理论、经典模型、概念、研究方法以及内涵，简述了国内外学者相关的一些学术成
果和学术动态以及文章中会用到的一些研究的方式与方法

第二部分，本文以 JT 公司的不良资产处置人员为例，将被试范围扩展至高、中、
基层员工以及绩优员工。同时，笔者采用了文献研究法、行为事件访谈法、问卷调查
法和统计分析法，最后使用了通径分析，构建了不良资产处置人员的岗位胜任力模型

第三部分，文章探讨了岗位胜任力模型在 JT 公司人力资源管理中的应用，包括
岗位胜任力模型在企业人员招聘、绩效考核与薪酬、员工培训以及员工职业生涯规划
中的应用及优点。并且总结了 JT 公司的实际情况，提出了岗位胜任力模型在实际应
用中可能存在的问题

综上所述，本文希望能以一种新的视角研究作为一个特殊行业--JT 投资管理有限
公司的不良资产处置人员的胜任力。并且在胜任力模型的构建与应用方面做一些实践
与尝试

关键词：国有资产管理公司；不良资产处置；胜任力II
ABSTRACT
Due to realistic and thistorical, The State-owned Asset management company financial
bad assets proportion been high has a long time.And Since the state-owned asset
management establishing, disposal bad assets and defuse financial risks is the most
important of its mission. In the company&39;s continuous development and competition trends,
especially State-owned Assets Management Corporation, reshape and enhance the core
competitiveness of the comprehensive quality of human resources, rely on their respective
organizations and the human capital of the overall strength of, not only relying on the
strength of capital and technology.
At the same time, the implementation and achievement of the company&39;s strategic
objectives, rely on the ability of demonstrate the company&39;s talent. Competency is the
parameter, which to judge the ability of talents. The company adopts the way of
constructing the competency model to evaluate the staff, can increase the can increase the
efficiency of the selection and appointment. Because of this, the company&39;s human
resources management work and the construction of the system, not only meet the
company&39;s planning and strategy, but also content self-development needs.When the
personal goals can be combined the enterprise objectives, the staff&39;s work enthusiasm can
be completely stimulated, the maximum degree of the subjective initiative.
The article is composed of three stages. First of all, this article briefly describes the
competency and competency model theory, the classical model, concepts, research methods
and content, summarizes some research directions and methods of domestic and foreign
scholars related to some academic achievements and dynamic.
Secondly, using the JT company&39;s non-performing assets disposal personnel as an
example.Cover the leadership, middle-level, primary staff and excellent employees. The
paper adopts the method of literature research, behavior event interview, questionnaire
survey, frequency statistics analysis, and finally uses the path analysis to construct the post
competency model of non-performing assets disposal personnel.
Finally, this paper discusses the application of the competency model of human
resource management in JT company, including the competency model in the enterprise
personnel performance appraisal and salary, employee training and employee occupation
career planning in the application. At the same time, this paper summarizes the actual
situation of JT company, and puts forward some problems that may exist in the practical
application.
To sum up, this paper hopes to study a special industry, State-owned AssetsIII
Management Corporation with a new perspective, JT asset disposal personnel competency.
And I hope do some practice and new try in the construction and application of competency
model.
Keywords:The State-owned Asset management company, Disposal bad assets, CompetencyI
目 录
摘要..I
ABSTRACT.. II
第一章 绪 论.........1
1.1 选题的背景、目的与意义..........1
1.1.1 选题背景...........1
1.1.2 选题目的...........1
1.1.3 意义.......1
1.2 国内外相关研究现状......2
1.2.1 国外研究现状...2
1.2.2 国内研究现状...3
1.3 研究方法..4
1.4 研究思路、步骤以及被试对象..4
1.4.1 研究思路与步骤...........4
1.4.2 研究的被试对象...........5
1.5 论文的创新之处..5
1.5.1 研究方法创新...5
1.5.2 研究成果创新...5
第二章 胜任力研究.6
2.1 胜任力的概念界定 ........6
2.2 胜任力的结构......6
2.3 胜任力模型的内涵..........6
2.4 典型的胜任力模型..
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