【摘要】： 知識經(jīng)濟(jì)的到來使得人才日益成為企業(yè)競爭力的核心,對人才的內(nèi)在素質(zhì),包括知識、行為、個性特征、內(nèi)驅(qū)力等因素與工作績效之間關(guān)系的研究日益深入,基于勝任特征的人力資源管理也越來越受到理論界和實(shí)踐界的關(guān)注。而作為企業(yè)人力資源管理的主要一環(huán),基于勝任特征的招聘管理開始成為理論界和企業(yè)界關(guān)注的焦點(diǎn)。 本項(xiàng)研究以招聘人員為研究對象,在充分的文獻(xiàn)研究和實(shí)際調(diào)查的前提下,對比國內(nèi)外勝任特征研究的優(yōu)缺點(diǎn),民營企業(yè)招聘招聘人員的招聘廣告分析,再結(jié)合南通地區(qū)的實(shí)際情況,采用文本分析法和問卷調(diào)查法進(jìn)行研究,力圖通過問卷調(diào)查的方式了解南通地區(qū)民營企業(yè)招聘人員勝任特征的構(gòu)成。問卷設(shè)計以Spencer關(guān)于勝任特征定義的七個維度為理論依據(jù),在對初試問卷和正式問卷數(shù)據(jù)進(jìn)行因素分析及信效度檢驗(yàn)的基礎(chǔ)上,運(yùn)用曼-惠特尼U檢驗(yàn)證明了高績效者和普通績效者在一些勝任力特征方面存在顯著的差異,從而得出南通地區(qū)的民營企業(yè)招聘人員勝任力模型。 本模型能夠?yàn)槟贤ǖ貐^(qū)民營企業(yè)招聘到高績效的招聘人員提供幫助,也能為人力資源其它模塊的勝任力分析提供參考。
[Abstract]:With the advent of knowledge economy, talents have increasingly become the core of enterprise competitiveness. The relationship between the internal quality of talents, including knowledge, behavior, personality characteristics, internal drive and work performance is becoming more and more in-depth. Human resource management based on competency has been paid more and more attention by theoretical and practical circles. As the main part of enterprise human resource management, recruitment management based on competency has become the focus of theoretical and business circles. This study takes recruiters as the research object, on the premise of full literature research and actual investigation, compares the advantages and disadvantages of competency research at home and abroad, and analyzes the recruitment advertisements of recruiters in private enterprises. Combined with the actual situation of Nantong area, the text analysis method and questionnaire survey method are used to study the competency of recruiters in private enterprises in Nantong area. The design of the questionnaire is based on the seven dimensions of Spencer's definition of competency, based on the factor analysis and reliability and validity test of the initial questionnaire and the formal questionnaire data. By using Mann-Whitney U test, it is proved that there are significant differences in some competency characteristics between high performance and general performance, and the competency model of private enterprises in Nantong area is obtained. This model can provide help for private enterprises in Nantong to recruit high-performance recruiters, and can also provide a reference for the competency analysis of other modules of human resources.
【學(xué)位授予單位】：蘇州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2009
【分類號】：F272.92;F276.5

【參考文獻(xiàn)】

相關(guān)期刊論文 前8條

1 吳孟捷;職業(yè)營銷經(jīng)理勝任特征模型研究[J];重慶大學(xué)學(xué)報(社會科學(xué)版);2004年01期

2 鄧寶山;美國人力資源管理專業(yè)人員及其認(rèn)證制度[J];中國勞動;2001年01期

3 孫健敏;歐洲各國人力資源經(jīng)理的培養(yǎng)與教育及對我國的啟示[J];南開管理評論;2000年02期

4 趙曙明;國有企業(yè)發(fā)展與人力資本投資[J];人民論壇;1998年03期

5 王重鳴,陳民科;管理勝任力特征分析:結(jié)構(gòu)方程模型檢驗(yàn)[J];心理科學(xué);2002年05期

6 時勘,王繼承,李超平;企業(yè)高層管理者勝任特征模型評價的研究[J];心理學(xué)報;2002年03期

7 顧琴軒,朱牧;人力資源專業(yè)人員勝任力研究[J];中國人力資源開發(fā);2001年10期

8 廖泉文,陳萬思;人力資源管理人員培養(yǎng)體系[J];中國人力資源開發(fā);2002年03期

，

本文編號：2483488