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  本文選題：人力資源　切入點(diǎn)：中層管理人員　出處：《廈門大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：競聘制度的有效建立能夠?qū)崿F(xiàn)能崗匹配,使得每一個崗位配備有合適的人,每一個人都有合適的崗位。但競聘制度能否得到有效落實,關(guān)鍵在于競聘制度體系設(shè)計的合理性和科學(xué)性。 本文共分為五章,其核心章節(jié)為第三章和第四章,重點(diǎn)研究高校中層管理人員競聘制度,以勝任力模型為基礎(chǔ),運(yùn)用360�？冃y評法、演講、面試及無領(lǐng)導(dǎo)小組討論等評價中心測評技術(shù)方法,構(gòu)建符合A高校中層管理人員競聘工作實際需要的競聘制度。 第一章：緒論。 第二章：競聘制度的相關(guān)理論綜述。本章節(jié)對競聘上崗理論進(jìn)行了理論綜述,闡明競聘制度的內(nèi)涵、特點(diǎn)、目的,說明競聘制度的理論基礎(chǔ)、勝任力模型的構(gòu)建及評價中心的運(yùn)用方法。 第三章：A高校中層管理人員競聘制度施行現(xiàn)狀及問題。本章節(jié)對A高校中層管理人員競聘制度施行現(xiàn)狀及主要問題展開討論,認(rèn)為A高校中層管理人員競聘制度的主要問題體現(xiàn)在競聘崗位分析不到位、測評方法設(shè)置不盡合理及競聘結(jié)果運(yùn)用不甚妥當(dāng)三方面。 第四章：對A高校中層管理人員競聘制度提出改進(jìn)意見。以人事處處長崗位競聘為例,通過崗位分析、崗位說明書的調(diào)整,競聘組織機(jī)構(gòu)及競聘流程的重新設(shè)置,對A高校中層管理人員測評體系進(jìn)行再設(shè)計,并就反饋機(jī)制及后續(xù)管理機(jī)制展開討論。 第五章：結(jié)論。闡述本文的主要結(jié)論。
[Abstract]:The effective establishment of competitive employment system can realize the match of the ability and the post, so that each post has the right person, and everyone has the right position. But whether the competitive recruitment system can be effectively implemented, The key lies in the rationality and scientific nature of the system design. This paper is divided into five chapters, the core chapters of which are chapter 3 and chapter 4th. It focuses on the competitive recruitment system of middle managers in colleges and universities. Based on competency model, it uses 360. The technical methods of evaluation center such as interview and non-leader group discussion are used to construct the competitive employment system which meets the actual needs of the middle managers in A colleges and universities. Chapter one: introduction. Chapter two: the related theories of competitive recruitment system. This chapter summarizes the theory of competitive recruitment, clarifies the connotation, characteristics and purpose of competitive recruitment system, and explains the theoretical basis of competitive recruitment system. Construction of competency model and application of evaluation center. Chapter 3: the present situation and problems of the competitive recruitment system of middle managers in colleges and universities. This chapter discusses the present situation and main problems of the implementation of the system of competitive recruitment of middle managers in institutions of higher learning. It is considered that the main problems in the system of competitive recruitment of middle-level managers in A colleges and universities are that the analysis of competitive positions is not in place, the evaluation methods are not reasonable and the results of competitive recruitment are not properly applied. Chapter 4th: put forward some suggestions to improve the system of competitive recruitment of middle-level managers in A colleges and universities. Take the position of director of personnel department as an example, through post analysis, adjustment of job description, re-setup of organization and process of competitive recruitment. This paper redesigns the evaluation system of middle managers in A colleges and universities, and discusses the feedback mechanism and the follow-up management mechanism. Chapter 5th: conclusion. Expound the main conclusions of this paper.
【學(xué)位授予單位】：廈門大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G647.2

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