基于胜任力模型的中小高科技企业核心人才招聘管理研究

发布时间：2018-03-03 03:30

本文选题：胜任力模型　切入点：招聘管理　出处：《首都经济贸易大学》2017年硕士论文　论文类型：学位论文

【摘要】：因为经济快速的发展,企业的核心人才非常稀缺,一旦出现岗位空缺,经常需要快速招聘或从内部人员火速提拔。在短时间内能否为自己的组织挑选到合适的人才,直接决定了一个管理者工作的成败。能否找到合适的人员,尤其是企业的核人才其实并不是一件容易的事情。本文以D公司为案例,进行综合剖析,系统地研究D公司当前在核心人才招聘方法中存在的问题,找出主要矛盾,进行系统梳理分析。结合D公司企业战略与人力资源战略,对核心人员胜任特征要素进行分析,通过文献研究法和专家讨论法的方式提炼出D公司目标岗位指标库,并增强提取管理、研发序列的胜任力。其中通用胜任力为成就能力、创新能力、学习能力与诚信正直;研发序列胜任力为思维能力、团队合作、坚韧性和主动性;管理序列胜任力为组织协调、团队领导、影响力、决策力等。在实践的过程中将胜任力模型应用到岗位分析与招聘甄选中,应对D公司曾经遇到的招聘流程、方法等问题,运用胜任力模型的方法尝试着去解决。本文通过对胜任力模型在招聘甄选活动中的研究,为企业未来构建一个基于胜任力的人力资源管理系统提供了良好的起点。胜任力模型的应用对D公司在识人、选人的环节提供了科学的依据,加之综合运用各种测评工具,使D公司的招聘工作更上一个台阶。同时根据胜任力模型与高绩效之间的驱动关系,进而帮助D公司人力资源部更加清晰明确地衡量招聘甄选的效果。希望本文的研究结果能为D公司将胜任力模型运用到培训、绩效、薪酬等模块奠定了实践的基础,并对其他中小型高科技企业的管理人员提供参考借鉴。
[Abstract]:Because of the rapid development of the economy, the core talent of the enterprise is very scarce. Once there is a vacancy, it often needs to be recruited quickly or promoted quickly from the inside. Can you select the right person for your organization in a short period of time? It directly determines the success or failure of a manager's job. It is not an easy task to find the right person, especially the nuclear talent of the enterprise. This paper takes D Company as a case to conduct a comprehensive analysis. This paper systematically studies the problems existing in the recruitment methods of core talents in company D, finds out the main contradictions, and analyzes them systematically. Combined with the strategy of enterprise and human resources of company D, it analyzes the competency factors of the core personnel. Through the methods of literature research and expert discussion, the target post index database of D company is extracted, and the competence of extracting management and R & D sequence is enhanced. The general competence is achievement ability, innovation ability, learning ability and integrity. Research and development sequence competence for thinking, teamwork, resilience and initiative; management sequence competency for organizational coordination, team leadership, influence, In the process of practice, the competency model is applied to the job analysis and recruitment selection to deal with the recruitment process, methods and other problems encountered by company D, Through the research of competency model in recruitment and selection activities, this paper tries to solve the problem by using competency model. It provides a good starting point for the future construction of a human resource management system based on competency. The application of competency model provides a scientific basis for D company to recognize people and select people, together with the comprehensive use of various evaluation tools. Make the recruitment work of company D to a higher level. At the same time, according to the relationship between competency model and high performance, Then it helps the HR department of company D to measure the effect of recruitment and selection more clearly and clearly. I hope that the research results of this paper can lay a practical foundation for D company to apply competency model to training, performance, compensation and other modules. And to other small and medium-sized high-tech enterprise management personnel to provide reference.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.4

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