胜任力模型在FD公司招聘管理中的应用研究

发布时间：2018-04-17 19:12

本文选题：胜任力 + 模型　；参考：《西北大学》2013年硕士论文

【摘要】：在中国企业参与国际竞争的程度越来越高的今天,企业的核心竞争力也逐步转变为核心人才的竞争。如何更加高效的招聘到与企业发展需要相适应的人才,成为企业赖以生存发展的关键。然而受囿于传统的“人事”观念,很多企业在招聘管理活动中流程不规范、人才招聘不科学,往往凭借主观判断、缺少衡量标准,常常陷入招聘的漩涡之中。本文通过对胜任力模型相关理论的研究,吸收其理论精髓,在相关理论的指导下,以FD公司为研究对象,对FD公司当前招聘活动中出现的问题及其问题产生的原因进行了分析,运用理论分析法、行为事件访谈法、案例研究法等,建立出与FD公司企业文化、战略目标、行业特点和自身发展需要相适应的胜任力模型,并将其导入FD公司的人力资源招聘过程中去,改善招聘管理工作,建立了相对客观公正的招聘流程,明确了招聘过程中的评价标准,减少了招聘的盲目性、主观性,为企业招聘到与岗位需求相匹配的人才提供了有力的技术支持,并以建筑设计师岗位为例,对胜任力模型在具体岗位中的应用进行了实例研。本文通过对胜任力模型在招聘管理活动中的应用研究,在操作过程中注重将企业文化、战略相结合,有助于企业文化和战略的落地,在设计胜任力模型的过程中对传统流程进行了一定简化,并结合地产公司的特性,以地产公司的核心关键岗位为实例进行了实例分析,对其他中小型企业和地产公司在设计胜任力模型或改进招聘流程时具有一定的借鉴作用。
[Abstract]:With the increasing degree of Chinese enterprises participating in international competition, the core competence of enterprises has gradually changed into the competition of core talents.How to recruit talents to meet the needs of enterprise development more efficiently becomes the key to survival and development of enterprises.However, due to the traditional concept of "personnel", many enterprises in the recruitment management process is not standardized, talent recruitment is not scientific, often rely on subjective judgment, lack of standards, often fall into the whirlpool of recruitment.Based on the research of competency model theory, this paper analyzes the problems and the causes of the problems in the recruitment activities of FD Company under the guidance of the relevant theories, and under the guidance of the relevant theory, the author takes FD Company as the research object.By means of theoretical analysis, behavior event interview, case study and so on, a competency model adapted to FD company's corporate culture, strategic objectives, industry characteristics and its own development needs is established.In addition, it is introduced into the recruitment process of FD Company to improve the recruitment management, to establish a relatively objective and fair recruitment process, to clarify the evaluation criteria in the recruitment process, and to reduce the blindness and subjectivity of recruitment.It provides strong technical support for enterprises to recruit talents that match the demand of posts. Taking the post of architectural designer as an example, the application of competency model in specific posts is studied.Through the research on the application of competency model in recruitment management activities, this paper focuses on the combination of corporate culture and strategy in the operation process, which is helpful to the landing of corporate culture and strategy.In the process of designing competency model, the traditional process is simplified, and the core key position of real estate company is taken as an example to analyze the characteristics of real estate company.For other small and medium enterprises and real estate companies in the design of competency models or improve the recruitment process has a certain reference.
【学位授予单位】：西北大学
【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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