面向'一带一路'的中国工程人才全球胜任力研究——基于扎根理论的探索

摘要

Engineering talent is an important guarantee for further promoting the "Belt and Road"initiative. At present, there is still insufficient research on the global competency of engineering talents in China under the background of the "Belt and Road"initiative. From 10 Chinese enterprises participating in the construction of the "Belt and Road"initiative, the overseas HR or engineering supervisors were chosen to conduct in-depth interviews on the ability of engineering talents to work overseas.The grounded theory method was used to analyze and construct three leading lines explaining the selection of engineering talents and identify the components of the global competency of engineering talents.The study found that cultural understanding, global thinking, social integration, communication ability and learning awareness are the key elements of the global competence of engineering talents in China.The insufficiency of engineers' above-mentioned abilities restricts the progress of overseas business of Chinese enterprises. The mismatch between the improvement of talents' abilities and the development of enterprises leads to the structural contradiction of talents within enterprises, which forces enterprises to carry out the reform of engineering talents management. In view of the phenomena of lack of talent ability and the relevant elements of global competence, the universities have to innovate the talent training mechanism to create engineering talents for the global employment market, the enterprises need to improve the talent management system and enrich the path of talent growth, and the individuals need to improve the learning awareness and cultural sensitivity to promote their own career development.%工程人才是深入推进"一带一路"倡议的重要保障,当前对"一带一路"背景下我国工程人才全球胜任力的研究仍有不足.以10家参与"一带一路"沿线国家建设的中国企业中选取海外人力资源或工程项目主管为调研对象,就工程人才海外工作能力进行深度访谈,采用扎根理论方法进行分析,构建解释企业工程人才选用的3条故事线并从中识别工程人才全球胜任力的构成要素.研究发现:文化理解、全球思维、社会融入、沟通能力和学习意识是我国工程人才全球胜任力的关键要素.工程师上述能力的不足制约了我国企业海外业务的进展,人才能力提升与企业发展的不匹配导致企业内部出现人才结构性矛盾,倒逼企业开展工程人才管理改革.根据人才能力缺失的现象和全球胜任力的相关要素,高校需要创新人才培养机制,打造面向全球雇佣市场的工程人才;企业需要完善人才管理体制,丰富人才成长路径;个人需要提高学习意识与文化敏感性,促进自身的职业发展.