發(fā)布時(shí)間：2018-10-13 08:22

【摘要】：當(dāng)前我國(guó)大部分中小型企業(yè)都存在著招聘的流程不規(guī)范、人才甄選的方法不科學(xué)、招聘有效性不高等問(wèn)題,但是現(xiàn)在是互聯(lián)網(wǎng)的經(jīng)濟(jì)時(shí)代,企業(yè)核心競(jìng)爭(zhēng)力關(guān)鍵是在于企業(yè)所擁有人才的量與質(zhì),這就要取決于企業(yè)的招聘質(zhì)量如何?招聘質(zhì)量如何又取決于招聘方法,勝任力模型應(yīng)用到招聘中的方法,它有別于傳統(tǒng)的招聘方式,它將工作活動(dòng)的關(guān)注轉(zhuǎn)向關(guān)注的是人的“能力”,這種方法幫助企業(yè)識(shí)別、選拔到優(yōu)秀的績(jī)效者。本文研究的就是如何構(gòu)建企業(yè)自己的勝任力模型并應(yīng)用到企業(yè)的招聘中去,去建立新的招聘流程,去建立新的員工評(píng)價(jià)標(biāo)準(zhǔn),實(shí)現(xiàn)企業(yè)招聘的有效性。本文主要分成兩大塊。一塊是理論部分,一塊是應(yīng)用部分。理論部分是從勝任力、基于勝任力的招聘的研究文獻(xiàn)開(kāi)始的,然后又分別闡述了勝任力概念、勝任力模型、勝任力模型的分類(lèi)以及建模方法和流程等相關(guān)理論,接下來(lái)又列舉了企業(yè)招聘有效性的作用,并把傳統(tǒng)招聘方式與勝任力模型的招聘方式作了比較,肯定了將勝任力模型應(yīng)用到招聘中的方法是企業(yè)必選項(xiàng)。本文應(yīng)用的這部分,拿A公司為實(shí)例,首先是介紹了A公司的背景與情況,并指出了A公司當(dāng)前招聘所存在的一些問(wèn)題及產(chǎn)生的原因,結(jié)合A公司的目標(biāo),確定了核心崗位、選定了建模方法、提取勝任力要素,初步構(gòu)建了A公司的勝任力模型,建立了新的招聘流程和評(píng)價(jià)標(biāo)準(zhǔn),并應(yīng)用到A企業(yè)的軟件工程師招聘中,以實(shí)現(xiàn)企業(yè)能選拔到與需求崗位最合適的人才。本文主要論述的是勝任力模型在企業(yè)招聘中的應(yīng)用,期望文中所論述的勝任力招聘理論、應(yīng)用的方法及經(jīng)驗(yàn)?zāi)転橥?lèi)型的企業(yè)在招聘實(shí)踐方面提供一定價(jià)值的參考。
[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.
【學(xué)位授予單位】：北京化工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272.92;F426.6

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本文編號(hào)：2267928