發(fā)布時間：2018-06-29 00:58

  本文選題：文化創(chuàng)意人才 + 勝任特征��； 參考：《西安石油大學》2014年碩士論文

【摘要】：由于文化創(chuàng)意產業(yè)的高附加值、可持續(xù)發(fā)展性、大容量的就業(yè)機會和高于國民經濟的增速等而受到越來越多國家的重視，并成為越來越多國家和地區(qū)的發(fā)展方略。不少國家更提出了“文化立國”、“文化強國”的戰(zhàn)略，文化創(chuàng)意產業(yè)因此成為21世紀世界經濟中最具活力的產業(yè)之一。我國文化創(chuàng)意產業(yè)起步較晚，，在政府的大力倡導下，文化創(chuàng)意產業(yè)正成長為中國經濟發(fā)展的新引擎。但總體來說，由于受到體制建設、人才供給不足等諸多因素的制約，我國文化創(chuàng)意產業(yè)的發(fā)展還比較緩慢。特別是文化創(chuàng)意人才匱乏的問題，已經成為制約我國文化創(chuàng)意產業(yè)發(fā)展的主要瓶頸。而與這一緊缺的人才需求現狀所不相對稱的是，我國每年有大量與創(chuàng)意相關專業(yè)的畢業(yè)生涌入到就業(yè)大軍。本文正是在這樣的背景下，從基于勝任特征的人力資源管理的角度出發(fā)，試圖通過研究去識別我國文化創(chuàng)意人才所具備的勝任特征，從而為文化創(chuàng)意人才的人力資源管理提供有效的工具，為文化創(chuàng)意人才的有效利用與開發(fā)尋找突破口。進而徹底打破我國文化創(chuàng)意人才市場上所凸顯的供需不平衡問題。 本文以文化創(chuàng)意人才為研究對象，通過文獻資料分析、問卷調查、招聘廣告分析、層次分析法、描述性統計等多種研究方法，提取出文化創(chuàng)意人才所具備的勝任特征指標。最后構建出文化創(chuàng)意人才勝任特征指標體系。該體系分為兩個層級，第一個層級分為五個部分，分別為基礎知識與技能、通用能力、崗位能力、個人特征、意識與動機。第二個層級由基礎知識、相關計算機軟件將技能、善于溝通等20項指標組成。其中，一級指標中，崗位能力和個人特質的權重較高，二級指標中創(chuàng)新能力、領悟性高、學習理解能力、創(chuàng)意表達能力的權重相對比較高。人力資源專員或相關培訓機構在創(chuàng)意人才識別、開發(fā)與管理的過程中，可以借鑒提取出的創(chuàng)意人才勝任特征指標，并且重點關注權重值較高的指標。最后，以陜西省為例，分析了文化創(chuàng)意人才勝任特征指標體系在人力資源管理過程中的應用，以使其成為有利的人力資源管理工具，有效激發(fā)和利用文化創(chuàng)意人才資源。
[Abstract]:More and more countries attach importance to cultural and creative industries because of their high added value, sustainable development, large capacity employment opportunities and higher growth rate than the national economy, and become the development strategy of more and more countries and regions. Many countries have put forward the strategy of "building a country with culture" and "a strong country of culture". Therefore, cultural and creative industries have become one of the most dynamic industries in the world economy in the 21st century. China's cultural and creative industries started late. Under the government's strong advocacy, the cultural and creative industries are becoming a new engine of China's economic development. But generally speaking, the development of cultural and creative industry in China is still slow because of the restriction of system construction and the shortage of talent supply and so on. In particular, the shortage of cultural and creative talents has become the main bottleneck restricting the development of cultural and creative industries in China. But what is not symmetrical with this shortage of talent demand is that every year a large number of graduates of creative related majors pour into the employment force in our country. In this context, from the perspective of human resource management based on competency, this paper tries to identify the competency of Chinese cultural and creative talents through research. Thus, it provides an effective tool for the human resource management of cultural and creative talents, and provides a breakthrough for the effective utilization and development of cultural and creative talents. And then completely break the imbalance of supply and demand in the market of cultural and creative talents. This article takes the cultural creative talents as the research object, through the literature analysis, the questionnaire survey, the recruitment advertisement analysis, the analytic hierarchy process, the descriptive statistics and so on many kinds of research methods, extracts the cultural creativity talented person to have the competency characteristic index. Finally, construct the index system of cultural and creative talents' competency. The system is divided into two levels, the first level is divided into five parts, namely, basic knowledge and skills, general competence, post ability, personal characteristics, consciousness and motivation. The second level consists of 20 basic knowledge, related computer software skills, good communication and other 20 indicators. Among them, the weight of post ability and personal trait is higher in primary index, innovation ability, comprehension ability, learning comprehension ability and creative expression ability are relatively high in secondary index. In the process of identifying, developing and managing creative talents, human resource specialists or related training institutions can draw lessons from the competency index of creative talents, and focus on the high weight index. Finally, taking Shaanxi Province as an example, this paper analyzes the application of cultural and creative talents competency index system in the process of human resource management, so as to make it a favorable human resources management tool and effectively stimulate and utilize cultural and creative talent resources.
【學位授予單位】：西安石油大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;G124

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本文編號：2080124