發(fā)布時(shí)間：2018-04-17 19:12

  本文選題：勝任力 + 模型　； 參考：《西北大學(xué)》2013年碩士論文

【摘要】：在中國(guó)企業(yè)參與國(guó)際競(jìng)爭(zhēng)的程度越來(lái)越高的今天,企業(yè)的核心競(jìng)爭(zhēng)力也逐步轉(zhuǎn)變?yōu)楹诵娜瞬诺母?jìng)爭(zhēng)。如何更加高效的招聘到與企業(yè)發(fā)展需要相適應(yīng)的人才,成為企業(yè)賴以生存發(fā)展的關(guān)鍵。然而受囿于傳統(tǒng)的“人事”觀念,很多企業(yè)在招聘管理活動(dòng)中流程不規(guī)范、人才招聘不科學(xué),往往憑借主觀判斷、缺少衡量標(biāo)準(zhǔn),常常陷入招聘的漩渦之中。 本文通過(guò)對(duì)勝任力模型相關(guān)理論的研究,吸收其理論精髓,在相關(guān)理論的指導(dǎo)下,以FD公司為研究對(duì)象,對(duì)FD公司當(dāng)前招聘活動(dòng)中出現(xiàn)的問(wèn)題及其問(wèn)題產(chǎn)生的原因進(jìn)行了分析,運(yùn)用理論分析法、行為事件訪談法、案例研究法等,建立出與FD公司企業(yè)文化、戰(zhàn)略目標(biāo)、行業(yè)特點(diǎn)和自身發(fā)展需要相適應(yīng)的勝任力模型,并將其導(dǎo)入FD公司的人力資源招聘過(guò)程中去,改善招聘管理工作,建立了相對(duì)客觀公正的招聘流程,明確了招聘過(guò)程中的評(píng)價(jià)標(biāo)準(zhǔn),減少了招聘的盲目性、主觀性,為企業(yè)招聘到與崗位需求相匹配的人才提供了有力的技術(shù)支持,并以建筑設(shè)計(jì)師崗位為例,對(duì)勝任力模型在具體崗位中的應(yīng)用進(jìn)行了實(shí)例研。 本文通過(guò)對(duì)勝任力模型在招聘管理活動(dòng)中的應(yīng)用研究,在操作過(guò)程中注重將企業(yè)文化、戰(zhàn)略相結(jié)合,有助于企業(yè)文化和戰(zhàn)略的落地,在設(shè)計(jì)勝任力模型的過(guò)程中對(duì)傳統(tǒng)流程進(jìn)行了一定簡(jiǎn)化,并結(jié)合地產(chǎn)公司的特性,以地產(chǎn)公司的核心關(guān)鍵崗位為實(shí)例進(jìn)行了實(shí)例分析,對(duì)其他中小型企業(yè)和地產(chǎn)公司在設(shè)計(jì)勝任力模型或改進(jìn)招聘流程時(shí)具有一定的借鑒作用。
[Abstract]:With the increasing degree of Chinese enterprises participating in international competition, the core competence of enterprises has gradually changed into the competition of core talents.How to recruit talents to meet the needs of enterprise development more efficiently becomes the key to survival and development of enterprises.However, due to the traditional concept of "personnel", many enterprises in the recruitment management process is not standardized, talent recruitment is not scientific, often rely on subjective judgment, lack of standards, often fall into the whirlpool of recruitment.Based on the research of competency model theory, this paper analyzes the problems and the causes of the problems in the recruitment activities of FD Company under the guidance of the relevant theories, and under the guidance of the relevant theory, the author takes FD Company as the research object.By means of theoretical analysis, behavior event interview, case study and so on, a competency model adapted to FD company's corporate culture, strategic objectives, industry characteristics and its own development needs is established.In addition, it is introduced into the recruitment process of FD Company to improve the recruitment management, to establish a relatively objective and fair recruitment process, to clarify the evaluation criteria in the recruitment process, and to reduce the blindness and subjectivity of recruitment.It provides strong technical support for enterprises to recruit talents that match the demand of posts. Taking the post of architectural designer as an example, the application of competency model in specific posts is studied.Through the research on the application of competency model in recruitment management activities, this paper focuses on the combination of corporate culture and strategy in the operation process, which is helpful to the landing of corporate culture and strategy.In the process of designing competency model, the traditional process is simplified, and the core key position of real estate company is taken as an example to analyze the characteristics of real estate company.For other small and medium enterprises and real estate companies in the design of competency models or improve the recruitment process has a certain reference.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F299.233.4

【參考文獻(xiàn)】

相關(guān)期刊論文 前8條

1 周霞;景保峰;歐凌峰;;創(chuàng)新人才勝任力模型實(shí)證研究[J];管理學(xué)報(bào);2012年07期

2 王煥新;;淺議中小企業(yè)員工招聘的法律風(fēng)險(xiǎn)[J];中國(guó)管理信息化;2011年06期

3 何健文;;創(chuàng)新人才勝任力構(gòu)成要素的實(shí)證研究[J];科技管理研究;2011年02期

4 彭長(zhǎng)桂;張劍;;國(guó)內(nèi)勝任特征研究進(jìn)展及評(píng)價(jià)[J];科研管理;2006年06期

5 丁秀玲;;基于勝任力的人才招聘與選拔[J];南開(kāi)學(xué)報(bào)(哲學(xué)社會(huì)科學(xué)版);2008年02期

6 趙春清;;勝任素質(zhì)模型理論在人力資源管理中的應(yīng)用[J];商場(chǎng)現(xiàn)代化;2007年23期

7 萬(wàn)華;桂婷;;招聘評(píng)估,你意識(shí)到了嗎?[J];企業(yè)管理;2011年04期

8 王勝軍;;基于行為的結(jié)構(gòu)化面試法[J];新資本;2010年04期

，

本文編號(hào)：1764901