南通地区民营企业招聘人员胜任力研究
发布时间：2019-05-23 01:51
【摘要】： 知识经济的到来使得人才日益成为企业竞争力的核心,对人才的内在素质,包括知识、行为、个性特征、内驱力等因素与工作绩效之间关系的研究日益深入,基于胜任特征的人力资源管理也越来越受到理论界和实践界的关注。而作为企业人力资源管理的主要一环,基于胜任特征的招聘管理开始成为理论界和企业界关注的焦点。 本项研究以招聘人员为研究对象,在充分的文献研究和实际调查的前提下,对比国内外胜任特征研究的优缺点,民营企业招聘招聘人员的招聘广告分析,再结合南通地区的实际情况,采用文本分析法和问卷调查法进行研究,力图通过问卷调查的方式了解南通地区民营企业招聘人员胜任特征的构成。问卷设计以Spencer关于胜任特征定义的七个维度为理论依据,在对初试问卷和正式问卷数据进行因素分析及信效度检验的基础上,运用曼-惠特尼U检验证明了高绩效者和普通绩效者在一些胜任力特征方面存在显著的差异,从而得出南通地区的民营企业招聘人员胜任力模型。 本模型能够为南通地区民营企业招聘到高绩效的招聘人员提供帮助,也能为人力资源其它模块的胜任力分析提供参考。
[Abstract]:With the advent of knowledge economy, talents have increasingly become the core of enterprise competitiveness. The relationship between the internal quality of talents, including knowledge, behavior, personality characteristics, internal drive and work performance is becoming more and more in-depth. Human resource management based on competency has been paid more and more attention by theoretical and practical circles. As the main part of enterprise human resource management, recruitment management based on competency has become the focus of theoretical and business circles. This study takes recruiters as the research object, on the premise of full literature research and actual investigation, compares the advantages and disadvantages of competency research at home and abroad, and analyzes the recruitment advertisements of recruiters in private enterprises. Combined with the actual situation of Nantong area, the text analysis method and questionnaire survey method are used to study the competency of recruiters in private enterprises in Nantong area. The design of the questionnaire is based on the seven dimensions of Spencer's definition of competency, based on the factor analysis and reliability and validity test of the initial questionnaire and the formal questionnaire data. By using Mann-Whitney U test, it is proved that there are significant differences in some competency characteristics between high performance and general performance, and the competency model of private enterprises in Nantong area is obtained. This model can provide help for private enterprises in Nantong to recruit high-performance recruiters, and can also provide a reference for the competency analysis of other modules of human resources.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：F272.92;F276.5
本文编号：2483488
[Abstract]:With the advent of knowledge economy, talents have increasingly become the core of enterprise competitiveness. The relationship between the internal quality of talents, including knowledge, behavior, personality characteristics, internal drive and work performance is becoming more and more in-depth. Human resource management based on competency has been paid more and more attention by theoretical and practical circles. As the main part of enterprise human resource management, recruitment management based on competency has become the focus of theoretical and business circles. This study takes recruiters as the research object, on the premise of full literature research and actual investigation, compares the advantages and disadvantages of competency research at home and abroad, and analyzes the recruitment advertisements of recruiters in private enterprises. Combined with the actual situation of Nantong area, the text analysis method and questionnaire survey method are used to study the competency of recruiters in private enterprises in Nantong area. The design of the questionnaire is based on the seven dimensions of Spencer's definition of competency, based on the factor analysis and reliability and validity test of the initial questionnaire and the formal questionnaire data. By using Mann-Whitney U test, it is proved that there are significant differences in some competency characteristics between high performance and general performance, and the competency model of private enterprises in Nantong area is obtained. This model can provide help for private enterprises in Nantong to recruit high-performance recruiters, and can also provide a reference for the competency analysis of other modules of human resources.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：F272.92;F276.5
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