摘
要
摘要
随着信息技术的不断蓬勃发展，在当前软件工程项目管理中，软件工程师这
个重要职位发挥了至关的重要作用，其整体综合性素质能力也直接决定了软件系
统项目的质量和结果。同业竞争、跨境挑战、客户需求的个性化与多样，使得管
理软件企业需要不断调整公司策略方向，适应环境变化，以增强自身的作战才能。
该情形下，对软件工程师评价，也就需要进行优化以适应企业创新的发展需要。
所以，为了在竞争剧烈的领域内实现发展并维持长久的竞争优势，软件公司还需
要建立以胜任力模型为核心的管理体系把人员的招聘、培训、技术、应用等全面
整合起来，从而增强企业的科技创新与核心竞争能力。
本篇论文以我国软件工程师胜任力理论研究为核心，选取软件工程师中的高
级软件工程师作为研究对象，结合TZ公司高级软件工程师管理现状，剖析了当前
我国高级软件工程师这一职位胜任能力所面临的一些主要问题，并提出了进一步
建立高级软件工程师胜任力模型的必要性。首先，筛选TZ公司软件工程师胜任力
要素：利用文献归纳初步总结胜任力要素，之后针对TZ公司高级软件工程师招聘
要求和公司的管理人员意见进行岗位分析提炼高级软件工程师岗位的胜任力要
素，进而利用行为事件访谈分析法对TZ公司的技术部的高级软件工程师开展针对
性访谈，从场景的角度提取胜任力要素。然后，完成问卷方案设计，发出和收集
问卷展开研究，并对问卷调查收集到的数据进行统计分析。进而完成对归纳的胜
任力要素的相关性进行验证。再之后，通过应用层次分析法完成胜任力要素权重
设计，从而建立TZ公司高级软件工程师胜任力模型。最后，根据所建立的胜任力
模型在TZ企业进行实践应用，主要应用于人才选拔录用、能力培养和绩效考核方
面。该模型将使得TZ公司的高级软件工程师的评价与管理变得更加客观、精准、
系统、高效。不仅可以缓解TZ公司中的高级软件工程师的胜任能力中所存在的问
题，从而更好的去保障企业总体目标的实现。最后，该模型可以对其他软件企业
的高级软件工程师胜任力模型的建立具有一定的参考意义。
关键词：TZ公司；高级软件工程师；胜任力模型；要素选取
I
Abstract
Abstract
Asinformation technologycontinues toflourish,theimportant positionof
software engineer plays a vital role in current software engineering project management,
and its overall comprehensive quality capabilities directly determine the quality and
outcome of software system projects. Competition from peers, cross-border challenges,
and the individuality and diversity of customer needs make it necessary for management
software companies to constantly adjust the direction of their company strategies and
adapt to changes in the environment in order to enhance their own combat capabilities.
The situation, the software engineer evaluation, will also need to be optimized to meet
thedevelopment needsofcorporateinnovation. Therefore,inorderto achieve
development and maintain a long-term competitive advantage in a highly competitive
field, software companies alsoneed to establish a competency model as thecore
management system to the recruitment of personnel, training, technology, applications
and other comprehensive integration, so as to enhance the company's technological
innovation and core competitive capabilities.
This thesis takes the study of the competency theory of software engineers in
China as the core, selects senior software engineers as the research object, combines the
current situation of the management of senior software engineers in TZ Company,
analyses some major problems faced by the competency of senior software engineers in
China, and puts forward the necessity of further establishing the competency model of
senior software engineers. Firstly, the competency elements of software engineers in TZ
Company were screened: the competency elements were initially summarised using
literature induction, and then the competency elements of senior software engineers
were extracted from the job analysis based on the recruitment requirements of senior
software engineers in TZ Company and the opinions of the company's managers. The
competency elementswere extractedfrom theperspective ofthe scenarios.The
questionnaire design was then completed, questionnaires were sent out and collected to
conduct the study, and the data collected from the questionnaires were statistically
analysed. This was followed by the validation of the relevance of the competency
components. Afterwards, the competency factor weights were designed by applying the
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