基于胜任力模型的A公司营销经理招聘选拔体系研究

发布时间：2018-08-01 10:57

【摘要】：企业之间的相互竞争随着全球知识经济的发展,已经由传统的产品竞争战略转向为人才竞争战略,在企业的组织管理中人力资源的管理地位也日显突出与重要。员工的工作产出,通常是用来判断一个企业是否能够长期持续地满足客户和市场需求的重要标准。企业能够重视公司人才的管理,并对其进行有效合理的经营,这些将会对员工的工作结果产生直接的影响。由此我们可以看出,通过合理经营管理人才去经营管理客户,这是企业运营过程中最为本质的意义所在。在面对竞争愈演愈烈的市场,企业如何能够具备持续竞争优势的关键在于企业必须持有自己独特的核心竞争力。员工掌握相应的核心能力,这种技能将会直接促进和推动企业核心竞争力的发展。员工的可观察的知识、技能、品质以及对组织创造竞争力的行为,以上种种重要因素构成了核心胜任力的内容。如何将员工与岗位匹配度进行合理的动态关系管理和维护,这毋庸置疑成为企业人力资源管理的核心问题。在以往的人力资源管理中,企业基于职位的管理一直保持着传统的途径,并在不断的发展过程中形成了齐全的方案与程序,具体涵盖了岗位说明书生成、数据后期处理工具、信息收集渠道等。这种固有的方法仅局限于注重工作内容本身,反而将与其相辅相成的诸多重要核心内容剥离,这些核心内容包括岗位分析、人员招聘、薪酬构成、绩效考核、员工激励等。现代企业管理应改变传统的以岗位为研究重点,对于认为人是岗位的附属的管理思想应及时更改以适应当下先进的管理模式。对于人才的管理逐渐成为企业经营管理过程中的关键内容。尤其体现在对人的内在素质与工作绩效之间的联系的研究。人的内在素质主要包括知识结构、专业技能、个性品质、内驱力等因素。因此,现代企业人力资源管理中基于胜任力的研究普遍受到专业学者及企业管理者的关注。本文以胜任力的开始以发展背景、内涵、学术研究、实践操作、专业著作以及其在全球企业人力资源部门中的招聘应用。本论文所研究的主要内容是A公司胜任力模型在营销经理中招聘的运用。本论文第一步综合分析了A公司的整体招聘情况,对在招聘过程中出现的一系列不合适的情况进行了汇总。与此同时,由于公司处于业务快速扩张时期,导致公司各部门的现有人员任务加重,工作效率滞后,人员缺口大幅度增大。其次,A公司近三年来员工离职率居高不下,公司对此日益危急的人事情况开始重视并着手解决。A公司造成这种情况的根本原因是公司的招聘策略一直欠缺合理规范的招聘体系,人事各项制度不完备。本论文以A公司的营销经理为典型事例,初步策划胜任力素质模型,关于应聘者的个人情况、工作经验、素质能力、潜在特质等依据A公司的胜任力模型的流程指导和标准要求进行严格的操作执行。本论文的最终,对于A公司人力资源部门的招聘开展过程中出现的难题提议了合理的解决方案。
[Abstract]:With the development of global knowledge economy, the competition between enterprises has turned from the traditional product competition strategy to the strategy of talent competition. The management status of human resources is also prominent and important in the organization management of enterprises. The work output of employees is usually used to judge whether a enterprise can satisfy the customer for a long time or not. And the important standard of the market demand. The enterprise can pay attention to the management of the talent of the company, and carry on the effective and reasonable management, these will have the direct influence on the employee's work result. Therefore, we can see that it is the most essential meaning of the operation process of the enterprise to manage the customer through the reasonable management personnel. In the face of increasingly competitive market, the key to how enterprises can have a sustainable competitive advantage is that the enterprise must hold its own unique core competence. The employees master the corresponding core competence. This skill will directly promote and promote the development of the core competitiveness of the enterprise. The organization creates the competitiveness of the behavior, the above all kinds of important factors constitute the content of the core competence. How to manage and maintain a reasonable dynamic relationship between employees and job matching, which is undoubtedly the core of human resource management in the enterprise. In the past human resource management, the management of the enterprise has been maintained on the basis of position management. In the traditional way, a complete program and program have been formed in the process of continuous development, which specifically covers the generation of job instructions, data post processing tools, information collection channels, etc. this inherent method is limited to focus on the work content itself, instead of stripping many important core contents, which are complementary to each other. The contents include post analysis, personnel recruitment, salary composition, performance assessment and employee motivation. Modern enterprise management should change the traditional position as the focus of research, and should change the management thought of the person as a post in time to adapt to the present advanced management mode. The key content in the study is especially in the study of the relationship between the inner quality and the work performance. The inner quality of the human is mainly including the knowledge structure, the professional skill, the personality quality, the internal drive and so on. Therefore, the research based on the competence in the human resource management of modern enterprises is generally concerned by the professional scholars and the enterprise managers. This article is based on the background of development, connotation, academic research, practical operation, professional work, and its recruitment and application in the human resources department of the global enterprise. The main content of this thesis is the application of A's competency model in marketing managers. The first step of this paper is to analyze the overall recruitment situation of A company. At the same time, a series of inappropriate situations in the recruitment process have been summarized. At the same time, because the company is in the period of rapid expansion of the business, the existing personnel task of various departments of the company is aggravated, the work efficiency is lagging behind and the staff gap has increased greatly. Secondly, the employee turnover rate has been high in the last three years of A company, and the company has been in this day. The critical personnel situation began to pay attention to and begin to solve the basic reason that.A company caused this situation. The recruitment strategy of the company has not been reasonable and standardized, the personnel system is not complete. This paper takes the marketing manager of A company as a typical example, preliminarily plans the winning power quality model, about the individual situation of the applicant, Work experience, quality, and potential characteristics are carried out strictly according to the process guidance and standard requirements of the A company's competency model. Finally, a reasonable solution is proposed for the problems arising in the recruitment and development of the human resources department of A company.
【学位授予单位】：东华大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92

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