本文關(guān)鍵詞： 勝任力 房地產(chǎn) 人力資源招聘　出處：《福建農(nóng)林大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：眾所周知,人力資源是企業(yè)的核心戰(zhàn)略資源,企業(yè)之間的競爭歸根結(jié)底其實(shí)就是人才的競爭,這樣的觀點(diǎn)早已深入人心。招聘作為獲取人才最直接的方法,在人力資源管理工作中占據(jù)著及其重要的戰(zhàn)略地位,招聘工作的有效實(shí)施不僅是人力資源管理系統(tǒng)正常運(yùn)轉(zhuǎn)的前提,也是整個企業(yè)獲得可持續(xù)性發(fā)展的重要保證。作為為企業(yè)戰(zhàn)略目標(biāo)服務(wù)的招聘工作功能,其落腳點(diǎn)就是通過一系列具體的行動計劃保證招聘進(jìn)來的人才符合公司戰(zhàn)略的發(fā)展,為了達(dá)成這一目標(biāo),需要我們重新認(rèn)識、思考招聘的理念、方法。 房地產(chǎn)行業(yè)作為一個人才高度密集的產(chǎn)業(yè)集群,傳統(tǒng)的招聘理論與甄選方法已不適合行業(yè)發(fā)展的需求,急需一套行之有效招聘理論與方法來支撐優(yōu)秀地產(chǎn)公司的快速擴(kuò)張過程中急需的人才需求。 本文首先回顧了傳統(tǒng)招聘理論對招聘的指導(dǎo)和影響,說明招聘到的個人能力與崗位能力要求相匹配的員工,但實(shí)際工作過程中卻發(fā)現(xiàn)其并不是具有高績效潛能的員工的原因。從而提出勝任力理論為了解決這一難題提供了思路,并確認(rèn)了基于勝任力的招聘體系是企業(yè)招聘的有效途徑。 其次,闡述了勝任力、勝任力模型等理論的概念與分類,闡述了勝任力模型的建立方法,比較分析了基于勝任力模型的招聘方法與傳統(tǒng)招聘方法之間的差異,并說明了基于勝任力模型招聘方法的優(yōu)勢。 第三,深入分析房地產(chǎn)行業(yè)的發(fā)展特點(diǎn)結(jié)合優(yōu)秀公司所必須具備的發(fā)展戰(zhàn)略,按照確定目標(biāo)職位分類、梳理崗位職責(zé)、實(shí)施行為事件訪談、數(shù)據(jù)整理、建立模型及驗(yàn)證模型的流程,建立房地產(chǎn)類公司不同對象的勝任力模型。 第四,依據(jù)建立的房地產(chǎn)類公司不同對象的勝任力模型,設(shè)計了基于勝任力模型的人力資源招聘體系,闡述了結(jié)構(gòu)化面試法在招聘工作中的具體運(yùn)用,并說明如何使用勝任素質(zhì)識別模型來甄選符合勝任力要求的應(yīng)聘人員,以確保錄取決策的科學(xué)性與有效性。 最后,以T公司工程類土建工程師崗位為例對房地產(chǎn)公司勝任力模型在人力資源招聘中的應(yīng)用進(jìn)行了實(shí)例研究,同時說明房地產(chǎn)公司勝任力模型研究目前存在的不足以及說明今后的研究方向。
[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.
【學(xué)位授予單位】：福建農(nóng)林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F299.233.4

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本文編號：1452737