基于胜任力模型的A公司招聘有效性研究
发布时间：2018-10-13 08:22
【摘要】：当前我国大部分中小型企业都存在着招聘的流程不规范、人才甄选的方法不科学、招聘有效性不高等问题,但是现在是互联网的经济时代,企业核心竞争力关键是在于企业所拥有人才的量与质,这就要取决于企业的招聘质量如何?招聘质量如何又取决于招聘方法,胜任力模型应用到招聘中的方法,它有别于传统的招聘方式,它将工作活动的关注转向关注的是人的“能力”,这种方法帮助企业识别、选拔到优秀的绩效者。本文研究的就是如何构建企业自己的胜任力模型并应用到企业的招聘中去,去建立新的招聘流程,去建立新的员工评价标准,实现企业招聘的有效性。本文主要分成两大块。一块是理论部分,一块是应用部分。理论部分是从胜任力、基于胜任力的招聘的研究文献开始的,然后又分别阐述了胜任力概念、胜任力模型、胜任力模型的分类以及建模方法和流程等相关理论,接下来又列举了企业招聘有效性的作用,并把传统招聘方式与胜任力模型的招聘方式作了比较,肯定了将胜任力模型应用到招聘中的方法是企业必选项。本文应用的这部分,拿A公司为实例,首先是介绍了A公司的背景与情况,并指出了A公司当前招聘所存在的一些问题及产生的原因,结合A公司的目标,确定了核心岗位、选定了建模方法、提取胜任力要素,初步构建了A公司的胜任力模型,建立了新的招聘流程和评价标准,并应用到A企业的软件工程师招聘中,以实现企业能选拔到与需求岗位最合适的人才。本文主要论述的是胜任力模型在企业招聘中的应用,期望文中所论述的胜任力招聘理论、应用的方法及经验能为同类型的企业在招聘实践方面提供一定价值的参考。
[Abstract]:At present, most small and medium-sized enterprises in our country have some problems such as irregular process of recruitment, unscientific methods of talent selection, low efficiency of recruitment and so on. But now is the economic era of the Internet. The key to the core competence of an enterprise is the quantity and quality of the talents it possesses, which depends on the quality of the recruitment. The quality of recruitment depends on the recruitment method. The competency model is different from the traditional recruitment method. It shifts the focus of work activities to the "ability" of people, which helps enterprises to identify. Select excellent performers. This paper studies how to build the competency model of enterprises and apply it to the recruitment of enterprises, to establish a new recruitment process, to establish new employee evaluation standards, to achieve the effectiveness of enterprise recruitment. This paper is divided into two parts. One is the theoretical part, the other is the application part. The theoretical part starts with the research literature on competency, competency-based recruitment, and then explains the concept of competency, the classification of competency model, the modeling method and process, and so on. Then it lists the role of recruitment effectiveness, and compares the traditional recruitment method with the recruitment method of competency model, and confirms that the method of applying competency model to recruitment is a necessary option. Taking A Company as an example, this paper introduces the background and situation of A Company, points out some problems existing in the recruitment of A Company and its causes, and determines the core positions in combination with the objectives of A Company. The modeling method is selected, the competency elements are extracted, the competency model of A company is preliminarily constructed, the new recruitment process and evaluation criteria are established, and applied to the recruitment of software engineers in A enterprise. In order to achieve the enterprise can select and demand the position of the most suitable talent. This paper mainly discusses the application of competency model in the recruitment of enterprises. It is expected that the theory, methods and experience of competence recruitment discussed in this paper can provide some valuable reference for the recruitment practice of the same type of enterprises.
【学位授予单位】：北京化工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.6
本文编号：2267928
[Abstract]:At present, most small and medium-sized enterprises in our country have some problems such as irregular process of recruitment, unscientific methods of talent selection, low efficiency of recruitment and so on. But now is the economic era of the Internet. The key to the core competence of an enterprise is the quantity and quality of the talents it possesses, which depends on the quality of the recruitment. The quality of recruitment depends on the recruitment method. The competency model is different from the traditional recruitment method. It shifts the focus of work activities to the "ability" of people, which helps enterprises to identify. Select excellent performers. This paper studies how to build the competency model of enterprises and apply it to the recruitment of enterprises, to establish a new recruitment process, to establish new employee evaluation standards, to achieve the effectiveness of enterprise recruitment. This paper is divided into two parts. One is the theoretical part, the other is the application part. The theoretical part starts with the research literature on competency, competency-based recruitment, and then explains the concept of competency, the classification of competency model, the modeling method and process, and so on. Then it lists the role of recruitment effectiveness, and compares the traditional recruitment method with the recruitment method of competency model, and confirms that the method of applying competency model to recruitment is a necessary option. Taking A Company as an example, this paper introduces the background and situation of A Company, points out some problems existing in the recruitment of A Company and its causes, and determines the core positions in combination with the objectives of A Company. The modeling method is selected, the competency elements are extracted, the competency model of A company is preliminarily constructed, the new recruitment process and evaluation criteria are established, and applied to the recruitment of software engineers in A enterprise. In order to achieve the enterprise can select and demand the position of the most suitable talent. This paper mainly discusses the application of competency model in the recruitment of enterprises. It is expected that the theory, methods and experience of competence recruitment discussed in this paper can provide some valuable reference for the recruitment practice of the same type of enterprises.
【学位授予单位】：北京化工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.6
【参考文献】
相关期刊论文 前1条
1 冯明;对工作情景中人的胜任力研究[J];外国经济与管理;2001年08期
相关硕士学位论文 前1条
1 李宋岚;胜任力模型在Z公司人才招聘中的应用研究[D];中南大学;2008年
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