本文選題：酒店　切入點(diǎn)：分店總經(jīng)理　出處：《深圳大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：勝任力模型是當(dāng)代人力資源管理領(lǐng)域的研究熱點(diǎn)之一,它能有效的區(qū)分在特定的工作崗位和組織環(huán)境中高績(jī)效人群的個(gè)人特征。勝任力模型的構(gòu)建和使用可以很大程度上幫助企業(yè)提升招聘的質(zhì)量,節(jié)約招聘成本,降低人員流失率,提升企業(yè)的運(yùn)作效率從而提升企業(yè)的效益。分店總經(jīng)理作為W酒店公司的最重要的崗位之一,目前在招聘理念、工具使用以及面試甄選評(píng)估的標(biāo)準(zhǔn)上都相對(duì)落后。本文通過勝任力模型的相關(guān)理論研究,經(jīng)過專家小組幾次會(huì)議討論結(jié)合績(jī)效優(yōu)秀及普通者的訪談,提取了30項(xiàng)勝任力特征,再經(jīng)過問卷調(diào)查的方式結(jié)合SPSS22.0工具的使用,對(duì)30項(xiàng)勝任力特征進(jìn)行信度和效度的檢驗(yàn),提取了其中26項(xiàng)勝任力要素,最后通過專家組與人力部門的討論同意,提取了其中20項(xiàng)作為分店總經(jīng)理的勝任力要素,建立了分店總經(jīng)理的勝任力模型。本研究在分店總經(jīng)理的勝任力模型構(gòu)建的基礎(chǔ)上,分析企業(yè)戰(zhàn)略與文化背景,結(jié)合W公司目前的招聘現(xiàn)狀,構(gòu)建了基于勝任力模型的招聘體系,試圖通過基于勝任力模型的構(gòu)建及招聘體系的優(yōu)化設(shè)計(jì),使得W公司的招聘體系更加科學(xué)、嚴(yán)謹(jǐn)、完善,從而有效改善人才招聘質(zhì)量,使招聘管理更加精細(xì)化、客觀化,并具有科學(xué)性和前瞻性,支撐企業(yè)戰(zhàn)略目標(biāo)的實(shí)現(xiàn)。
[Abstract]:Competency model is one of the hotspots in the field of human resource management. It can effectively distinguish the individual characteristics of high performance people in a specific job and organizational environment. The construction and use of competency model can greatly help enterprises to improve the quality of recruitment, save recruitment costs, and reduce staff turnover. As one of the most important positions in W Hotel Company, the general manager of branch stores is currently recruiting ideas. The standards of tool use and interview selection evaluation are relatively backward. Through the theoretical research of competency model and the discussion of several expert group meetings and interviews with excellent performance and ordinary people, 30 competency features are extracted. After questionnaire survey combined with the use of SPSS22.0 tools, the reliability and validity of 30 competency characteristics were tested, and 26 competency elements were extracted. Finally, the expert group and the human resources department discussed and agreed. In this paper, 20 items are extracted as the competency elements of the general manager of the branch store, and the competency model of the general manager of the branch store is established. On the basis of constructing the competency model of the general manager of the branch store, this study analyzes the strategic and cultural background of the enterprise. According to the current recruitment situation of W Company, the recruitment system based on competency model is constructed. Through the construction of competency model and the optimization design of recruitment system, the recruitment system of W Company is more scientific, rigorous and perfect. Thus effectively improve the quality of talent recruitment, make recruitment management more refined, objective, and scientific and forward-looking, support the realization of the strategic objectives of enterprises.
【學(xué)位授予單位】：深圳大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F719.2

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