摘 要
通过对IT企业的调查，发现其在发展壮大过程中存在人力资源管理效率下降、企
业规模壮大但利润率却在下滑的现象，主要是由于传统人力资源非规范化的管理方式
并没有激发员工的主观能动性，人均利润率降低所致，因此，本文以BJH企业为例，
通过对实施工程师岗胜任力模型的设计来研究解决方案。

首先，本文通过对“冰山模型”的剖析，胜任力词典的引用以及实施工程师岗工
作岗位分析、标杆人物访谈，确定了实施工程师岗胜任力模型。

其次，为确保胜任力模型的科学和准确，设计、下发、回收了胜任力要求调查表，
并通过SPSS统计分析软件进行数据的分析和整理。最终确认了实施工程师岗胜任力
模型由知识项的专业知识、公司知识；技能与能力项的业务理解及需求把控能力、项
目规划及执行能力、实施技术解决能力、客户关系处理能力；个性特质项的自我控制、
人际理解力、成就导向、诚信、合作和学习精神等3个方面11个指标组成，这11个指
标可累积解释92.513%的变异量，从而证明了其完全可以代表实施工程师岗的胜任力。

最后，通过层次分析法设计了胜任力指标的评分权重，通过德尔菲专家法设计了
每个胜任力指标的评价标准，以便进行胜任力的有效评价。

综上所述，基于胜任力的人力资源管理更加科学、量化；同时，人岗的有效匹配
将得以提升，人均产出大幅增长，进而也必将带动公司的营销收入进一步提高，充分
证明了胜任力模型的设计和实施是人力资源管理有效的手段。

关键词：实施工程师岗，IT企业，胜任力，胜任力模型

Abstract
Through investigations, I find that, in some IT companies, along with the
development and expansion of the enterprise, the efficiency of human resource
management is decreasing, and the profit rate is declining. The mainly reason of this
phenomenon is that the non-standardized methods of the traditional human resource
management didn’t stimulate the subjective initiative of employees, and that the per capita
profit rate get decreased at the same time. Therefore, in this article, I will take the BJH
Company as an example to find out the solutions through the competency model design of
the implementation engineer post.
Firstly, I determined the competency model of the implementation engineer post by
analyzing the iceberg model, citing the competence dictionary, analyzing the jobs of the
implementation engineers and interviewing some irons.
Secondly, in order to ensure the accuracy of competency model, I designed, delivered
out and collected back the surveys about the competency requirements, and analyzed and
sorted the data by the SPSS statistical analysis software. With the analysis, I confirmed that
the competency model of the implementation engineer post is consisted of 11 indicators:
the knowledge items (including professional knowledge and company knowledge), the
skill and ability items(including the ability of understanding business and controlling
demands, the ability of project planning and implementation, the skill of solving
implementation problem and the ability of customer relationship management), and the
personality characteristics items (including self control, interpersonal understanding,
achievement oriented, credibility and the spirit of cooperation and learning). Since these 11
indicators can explain 92.513% of the variation, they can fully represent the
implementation engineer post competency.
Finally, I designed the weights of the competency index by using analytic hierarchy
process and determined the evaluation criteria about every competence dimension with the
Delphy expert method to evaluate the competency.
To sum up, based on the competency, the human resources management will be more
scientific. While the persons get better matched with the positions, the output of per capita
will get highly increased, and the business performance of a company will also be highly
promoted. Therefore, the design and implementation of competency model is an effectivehuman
resources management method.