“十四五期间”，我国发展仍处于重大战略机遇期，但面临的国内外形势正在发生剧烈复杂变化。W公司属于军工类中型企业，积极践行国家“走出去”战略并响应国家“一带一路”倡议，深耕国际军工军技合作市场，2018年W公司从总部独立出来，目前仍处于改制转型发展阶段，人才队伍现状与公司转型升级要求不完全匹配。需要重新评估和优化人力资源管理体系来匹配公司的战略愿景与发展举措。

人才是决定公司竞争优势与市场环境的关键因素，是企业实现高质量持续稳健发展的第一资源。在经济高质量发展的要求和W企业转型升级的背景下，员工的能力和素质尤其是核心业务员工——项目经理的能力素质已经成为制约着 W公司发展以及占据市场领先者位置的主要因素。项目经理的人才队伍面临着人才储备不足、能力素质标准不明确等问题。

本文在对胜任力建模基础理论深入研究的基础上，根据W公司经营、战略发展愿景研究和公司项目管理工作任务分析结果，运用行为事件访谈法、问卷调查法等方式获取公司项目管理胜任力要素，并运用SPSS统计分析软件对胜任力特征的信度与效度加以检测，同时利用层次分析法对胜任力特征进行权重的分配，最终以冰山模型为框架，构建了W公司项目管理胜任力模型。模型包括知识、技能、个人特质、动机四个大维度，涉及专业能力、组织协调能力、沟通协作能力、成就欲望、客户导向等19个胜任力特征。

最后，本文针对W公司目前在转型升级阶段遇到的项目经理人才队伍问题，从招聘甄选和培训两个方面入手，基于胜任力模型，提出了应用建议，旨在招聘培养出更加符合W公司项目经理岗位能力素质的人员，从而支撑公司战略落地，完成高质量转型发展。本研究有效改善W公司传统招聘方式和培养标准不明确的培训体系。

During the "14th Five-Year Plan" period, my country's development is still in a period of major strategic opportunities, but the situation at home and abroad is undergoing dramatic and complex changes. W Company is a medium-sized enterprise in the military industry. It actively implements the national "going out" strategy and responds to the national "One Belt, One Road" initiative, and deeply cultivates the international military industry and military technology cooperation market. In 2018, W Company became independent from the headquarters and is still in the stage of restructuring, transformation and development. , the status quo of the talent team does not completely match the company's transformation and upgrading requirements. The human resource management system needs to be reassessed and optimized to match the company's strategic vision and development initiatives.

Talent is the key factor that determines the company's competitive advantage and market environment, and is the first resource for enterprises to achieve high-quality, sustainable and stable development. In the context of the requirements of high-quality economic development and the transformation and upgrading of W enterprise, the ability and quality of employees, especially the ability and quality of core business employees-project managers, have become the main factors restricting the development of W Company and occupying the market leader position. The talent team of project managers is faced with problems such as insufficient talent reserve and unclear ability and quality standards.

On the basis of in-depth research on the basic theory of competency modeling, according to the research results of W company's management, strategic development vision and the company's project management task analysis results, the company's project management competency is obtained by means of behavioral event interviews, questionnaire surveys, etc. SPSS statistical analysis software is used to test the reliability and validity of the competency characteristics, and the weight of the competency factors is determined by the analytic hierarchy process. Finally, the iceberg model is used as the framework to construct the project management competency of W company. Model. The model includes four major dimensions of knowledge, skills, personal characteristics, and motivation, and involves 19 competency characteristics such as professional ability, organizational coordination ability, communication and collaboration ability, achievement desire, and customer orientation.

Finally, in view of the project manager talent team problem encountered by W company in the transformation and upgrading stage, this paper starts from recruitment, selection and training. Based on the competency model, this paper puts forward application suggestions, aiming to recruit and cultivate projects that are more in line with W company. Personnel with the ability and quality of the manager position, so as to support the implementation of the company's strategy and complete the high-quality transformation and development. This study effectively improves the traditional recruitment methods of W Company and the training system with unclear training standards.