A Dissertation Submitted to Guangdong University of Technology
for the Degree of Master
(Master of Business Administration)
Research on Training System Optimization of M
Company based on Competency Model
Candidate: Huang Siyi
Supervisor: Prof. Lin Hongling
Out-of-school Supervisor: Cao Jiamei
May 2022
School of Management
Guangdong University of Technology
Guangzhou, Guangdong, P. R. China, 510006
摘要
摘要
随着时代日新月异的发展，企业想要在激烈竞争的浪潮中生存，就必须不断地接
受时代提出的新要求和新挑战。因此，企业需要不断地通过培训提高员工的素质以应
对新的业务挑战和市场变化，提升企业效益和企业竞争力。但当前，由于国内大多数企
业没有建立起较为科学的培训体系，普遍存在培训体系不完善，培训制度不规范，培训
过于形式化，培训针对性及实用性不强，培训效果不明显等问题。
胜任力模型是个体为胜任某项工作，达成某一绩效目标应具备的一系列素质的集
合。胜任力模型与企业战略相结合，说明了为完成任务员工的各项素质中对企业和组
织的重要部分，体现了企业和组织的战略目标和发展需要。因此，为建立更科学有效的
培训体系，本文以 M公司为研究案例，通过引入胜任力模型，对该公司的培训体系进
行优化研究。通过行为事件访谈法、问卷调查法等收集并提取出 M公司的胜任力要素，
并通过调研对各岗位的胜任力要素进行评级，最终得出 M公司的胜任力模型。
基于 M公司的胜任力模型，对 M公司的培训管理、培训课程、培训实施三大子体
系进行优化。其中，解决了 M公司培训管理体系培训管理岗位及人员配备不合理，缺
少合理的内部培训师管理及激励制度，缺乏完善的培训考核及绩效管理制度等问题；
解决了培训课程体系缺乏优质课程资源及外部教师资源，缺乏课程分类及课程资源管
理等问题；解决了培训实施体系中的培训需求分析、培训设计、培训实施以及培训效果
评估等问题，最终形成一个以企业战略为导向，以提高工作绩效为核心的基于胜任力
模型的高效培训体系。
关键词：胜任力；胜任力模型；培训体系
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广东工业大学硕士专业学位论文
ABSTRACT
With the rapid development of the times, enterprises must constantly accept the new
requirements and new challenges put forward by the times if they want to survive in the wave
of fierce competition. Therefore, enterprises need to continuously improve the abilities and
qualities of employees through training to cope with new business challenges and market
changes, and enhance corporate efficiency and corporate competitiveness. However, at present,
because most domestic enterprises have not established a relatively scientific training system,
there are generally problems such as non-standard training system, excessively formalized
training, weak pertinence and practicability, and insignificant training effect.
The competency model is a collection of a series of qualities that an individual should
possess in order to be competent for a certain job and achieve a certain performance goal.
Combining the competency model with the corporate strategy, it shows that the various
qualities of the employees are important to the enterprise and the organization in order to
complete the task, and reflects the strategic goals and development needs of the enterprise and
the organization. Therefore, in order to establish a more scientific and effective training system,
this dissertation takes M company as a research case, and conducts an optimization study on
the company's training system by introducing a competency model. The competency elements
of M company are collected andextracted by behavioral event interview method and
questionnaire survey method, and the competency elements of each position are rated through
investigation, and finally the competency quality model of M company is obtained.
Based on the competency model of M company, the three sub-systems of M company's
training management, training courses and training implementation were optimized. For
training management system, it solves unreasonable training management positions and
staffing and lack of reasonable internal trainer management and incentive system and training
assessment and performance management system. For training courses system, it solves the
problems of lack of high-quality course resources and external teacher resources and course
classification and course resource management. For training implementation system, it solves
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