胜任力模型在房地产类公司人力资源招聘中的应用研究

发布时间：2018-01-21 22:38

本文关键词： 胜任力房地产人力资源招聘　出处：《福建农林大学》2013年硕士论文　论文类型：学位论文

【摘要】：众所周知,人力资源是企业的核心战略资源,企业之间的竞争归根结底其实就是人才的竞争,这样的观点早已深入人心。招聘作为获取人才最直接的方法,在人力资源管理工作中占据着及其重要的战略地位,招聘工作的有效实施不仅是人力资源管理系统正常运转的前提,也是整个企业获得可持续性发展的重要保证。作为为企业战略目标服务的招聘工作功能,其落脚点就是通过一系列具体的行动计划保证招聘进来的人才符合公司战略的发展,为了达成这一目标,需要我们重新认识、思考招聘的理念、方法。房地产行业作为一个人才高度密集的产业集群,传统的招聘理论与甄选方法已不适合行业发展的需求,急需一套行之有效招聘理论与方法来支撑优秀地产公司的快速扩张过程中急需的人才需求。本文首先回顾了传统招聘理论对招聘的指导和影响,说明招聘到的个人能力与岗位能力要求相匹配的员工,但实际工作过程中却发现其并不是具有高绩效潜能的员工的原因。从而提出胜任力理论为了解决这一难题提供了思路,并确认了基于胜任力的招聘体系是企业招聘的有效途径。其次,阐述了胜任力、胜任力模型等理论的概念与分类,阐述了胜任力模型的建立方法,比较分析了基于胜任力模型的招聘方法与传统招聘方法之间的差异,并说明了基于胜任力模型招聘方法的优势。第三,深入分析房地产行业的发展特点结合优秀公司所必须具备的发展战略,按照确定目标职位分类、梳理岗位职责、实施行为事件访谈、数据整理、建立模型及验证模型的流程,建立房地产类公司不同对象的胜任力模型。第四,依据建立的房地产类公司不同对象的胜任力模型,设计了基于胜任力模型的人力资源招聘体系,阐述了结构化面试法在招聘工作中的具体运用,并说明如何使用胜任素质识别模型来甄选符合胜任力要求的应聘人员,以确保录取决策的科学性与有效性。最后,以T公司工程类土建工程师岗位为例对房地产公司胜任力模型在人力资源招聘中的应用进行了实例研究,同时说明房地产公司胜任力模型研究目前存在的不足以及说明今后的研究方向。
[Abstract]:As we all know, human resources are the core strategic resources of enterprises, the competition between enterprises is in fact the competition of talents, this view has long been deeply rooted in people's hearts. Recruitment as the most direct way to obtain talent. In the human resources management work occupies an important strategic position, the effective implementation of recruitment is not only the premise of the normal operation of human resources management system. It is also an important guarantee for the sustainable development of the whole enterprise. In order to achieve this goal, it is necessary for us to reconsider the idea and method of recruitment. As a highly talent intensive industrial cluster, the traditional recruitment theory and selection method are not suitable for the development of the real estate industry. A set of effective recruitment theories and methods are urgently needed to support the rapid expansion of outstanding real estate companies. This paper first reviews the guidance and influence of the traditional recruitment theory on recruitment, and explains the employees whose personal abilities match the requirements of post competence. However, it is found in the actual work process that it is not the reason for the employees with high performance potential. Therefore, the competency theory is put forward to solve this problem. And confirmed that the competence-based recruitment system is an effective way for enterprises to recruit. Secondly, the concept and classification of competency, competency model and other theories are expounded, and the establishment method of competency model is expounded. The difference between recruitment method based on competency model and traditional recruitment method is compared and analyzed. The advantage of recruitment method based on competency model is explained. Third, in-depth analysis of the development characteristics of the real estate industry combined with the excellent company must have the development strategy, according to the determination of the target position classification, combing job responsibilities, implementation of behavioral events interviews, data collation. The process of establishing model and verifying model, establishing competency model of different objects of real estate company. 4th, according to the competency model of different objects of real estate companies, the human resource recruitment system based on competency model is designed, and the specific application of structured interview method in recruitment work is expounded. It also explains how to use competency identification model to select candidates who meet the requirements of competence in order to ensure the scientific and effective decision making. Finally, taking the engineering engineering engineer position of T Company as an example, the application of competency model of real estate company in human resource recruitment is studied. At the same time, it explains the deficiency of competency model of real estate company and the future research direction.
【学位授予单位】：福建农林大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F299.233.4

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