基于素质模型的A公司高层管理人员招聘研究

发布时间：2018-04-03 16:08

本文选题：素质模型　切入点：高层管理人员　出处：《青岛科技大学》2017年硕士论文

【摘要】：随着国家人才战略的推出,很多的企业开始关注人才以及人力资源管理。2015年以来,国家大力支持高新技术产业及青年信息技术创新创业这一社会举措,在这样的大环境下,对人才的需求以及标准逐步提高。因为员工是企业最宝贵的财富,人力资源是企业的核心竞争力,尤其是高层管理人员,决定着企业的发展方向,常常会出现挖企业墙脚、争夺优秀高层管理人员的现象。高层管理人员在企业发展的过程中,通常起着决定作用,其在企业日常运转中主要从事企业战略目标的界定、重大事项的决策、企业人员的管理等多样性的工作。从这一点上说,高层管理人员的能力素质高低直接影响着企业的运行,而高层管理人员的招聘是衡量高层管理人员能力高低的一个重要途径,因此,高层管理人员的招聘显得尤为重要。本文结合素质模型理论,以A公司为例,通过文献法对高层管理人员的职能及招聘方法、素质模型理论及运用、构建素质模型的原则等进行了研究学习,通过实际考察对公司高层管理人员招聘存在的问题进行较为全面、系统的分析,A公司在招聘高层管理人员方面存在问题,主要表现在招聘的标准不科学,以测量知识、技能等可见的素质为标准;招聘方式比较随意;缺乏有效的招聘测试工具等。这些问题也是出现招聘效果不满意的原因。根据素质模型理论与A公司的实际相结合,采用O*net工作分析法和专家小组打分法,从一般运营经理职位特征的六项一级指标中提炼出A公司高层管理者应该具备的素质,这六项一级指标包括七十项二级指标,通过专家小组打分从中选出15项素质元素,构建A公司高层管理人员的素质模型。素质模型的要素构成包括管理知识、经济学与会计知识、协调能力、决策能力、解决复杂问题的能力、批判性思维、口语表达、问题的灵敏度、创新能力、社交能力、自我控制、合作、分析思维、适应性、独立性。最后将素质模型运用到高层管理人员的招聘设计中,确定高层招聘的标准,通过无领导小组法、九型人格法和情景面试对求职者水平面以下的素质进行测量。以改进招聘的效果,进一步提高公司人才资源素质,从而促进各项业务健康、快速发展。
[Abstract]:With the launch of the national talent strategy, many enterprises have begun to pay attention to talent and human resource management. Since 2015, the state has vigorously supported the social initiatives of high-tech industries and youth information technology innovation and entrepreneurship, in such an environment,The demand for talents and standards are gradually raised.Because the staff is the most precious wealth of the enterprise, the human resource is the core competitiveness of the enterprise, especially the senior management personnel, which determines the development direction of the enterprise, and often occurs the phenomenon of digging up the wall of the enterprise and competing for the excellent senior management personnel.In the process of enterprise development, senior managers usually play a decisive role. In the daily operation of enterprises, they are mainly engaged in the definition of strategic objectives of enterprises, the decision-making of major issues, the management of enterprise personnel, and so on.From this point of view, the competence of the senior management directly affects the operation of the enterprise, and the recruitment of the senior management is an important way to measure the ability of the senior management.The recruitment of senior management is particularly important.Based on the theory of quality model, this paper studies the functions and recruitment methods of senior management personnel, the theory and application of quality model, the principles of constructing quality model and so on, taking A Company as an example.Through the practical investigation, the problems existing in the recruitment of senior management personnel in the company are comparatively comprehensive, and the problems in recruiting senior management personnel in company A are systematically analyzed, which are mainly manifested in the unscientific standards of recruitment, in order to measure knowledge.Skills and other visible qualities as the standard; recruitment more casual; lack of effective recruitment testing tools.These problems are also the reason why the recruitment effect is not satisfactory.According to the theory of quality model and the practice of company A, using O*net work analysis method and expert group scoring method, this paper abstracts the quality of senior manager of company A from six first-class indexes of general operating manager position characteristics.The six first-level indexes include 70 second-level indexes, and 15 quality elements are selected by the expert group to construct the quality model of the senior managers in company A.The elements of quality model include management knowledge, knowledge of economics and accounting, coordination ability, decision ability, ability of solving complex problems, critical thinking, spoken expression, sensitivity of problem, innovation ability, social ability, etc.Finally, the quality model is applied to the recruitment design of senior managers, and the criteria for senior recruitment are determined. The quality of job seekers below the horizontal level is measured by the leaderless group method, the nine-type personality method and the situational interview.In order to improve the effect of recruitment, further improve the quality of human resources, so as to promote the healthy and rapid development of business.
【学位授予单位】：青岛科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.8

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