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论文编号：	10332
作者编号：	2220160852
上传时间：	2018/12/6 0:01:14
中文题目：	基于胜任力模型的R企业研发人员甄选体系研究
英文题目：	Research on the selection system of r&d personnel in R enterprises based on the competency model
指导老师：	胡望斌
中文关键字：	人员甄选;胜任力模型;研发人员;实施应用
英文关键字：	Personnel selection; competency model; r & d personnel; implementation and application
中文摘要：	随着互联网技术经济的迅猛发展，专业技术知识成为众多企业关注的重点，而作为具备专业技术知识的人才更是成为互联网企业竞相追逐的关键资源。招聘作为获取人才的最主要途径，在企业人才获取中越来越重要。就以往传统的招聘体系来看，对于人才的甄选更多关注的是候选者的毕业学校、学历水平、知识水平、经验等较为容易获取的表层特征，而对于候选者较为深层次的人格特质如价值观、工作动机、意愿、人岗匹配程度等了解的较少，这就造成招聘的员工适岗率较低。此外，多数互联网企业招聘工作的开展缺乏科学性，招聘流程不完整、缺乏甄选标准，使得人员的确定缺乏一定的标准，人岗匹配率低，人员流失率高。 员工的招聘甄选作为为公司匹配高素质人才的重要途径，是促进公司人力资源整体素质提升的关键。员工招聘甄选对于提高公司-岗位-人才匹配率有重要的意义。甄选工作的开展不仅需要人力资源部的努力，也需要公司其他各个部门员工的配合和协作，来共同提升公司招聘甄选工作的有效性。在实际甄选工作开展过程中，很多公司都存在一定的问题，从而影响了整个公司员工总体能力素质的提升。就R公司的人力资源管理现状进行了分析，找出其中存在的问题，并对问题进行了深入的了解，包括甄选流程存在的问题，以及甄选评价指标体系方面存在的问题，为下文甄选体系优化打下基础。 在此，分析R公司招聘体系运行情况、公司概况与发展理念、人力资源结构、近几年招聘工作开展的情况下，结合公司战略、公司经营理念、公司文化，就R公司的人力资源管理现状进行了分析，找出其中存在的问题，并对问题进行了深入的了解，包括甄选流程存在的问题，以及甄选评价指标体系方面存在的问题。结合R公司招聘甄选工作的实际，引入胜任力模型等相关理论基础，同时就国内外研究现状进行研究。基于此，构建了R公司研发人员胜任力模型，并基于模型，构建了R公司基于胜任力模型的招聘体系改进思路及实施方案。最后用某次研发工程师在基于胜任力模型的招聘体系中进行了实证研究，证明其具有较强的可行性与可操作性。对提高R公司招聘工作有效性，以及提升人力资源管理水平，都具有非常高的现实指导意义。
英文摘要：	Under the background of knowledge economy, human resource has become the key elements of modern company to obtain competitive advantage, recruitment is the most important way to access to human resources company, traditional recruitment system on the basis of job analysis, comparative static focus on the candidate's degree, graduated from colleges and universities, the knowledge level and working skills of surface features, often ignore the applicant with high performance are closely related to personal values and willingness to work, work motivation, personal characteristics and degree of demand jobs matching deep competence characteristics. At the same time, in the recruitment process, due to the imperfect recruitment system, incomplete process, lack of scientific and quantitative criteria for the selection of candidates, resulting in a significant increase in the rate of r&d staff turnover. The recruitment and selection of employees, as an important way to match high-quality talents for the company, is the key to improve the overall quality of the company's human resources. The recruitment and selection of employees is of great significance to improve the job-talent matching rate. Selection work not only needs the efforts of human resources department, but also needs the cooperation and collaboration of employees in other departments of the company to jointly improve the effectiveness of recruitment and selection work of the company. In the actual selection process, many companies have some problems, which affect the improvement of the overall ability and quality of the entire company's employees. The current situation of human resource management of R company was analyzed to find out the existing problems, and the problems were further understood, including the problems in the selection process and the problems in the selection evaluation index system, laying a foundation for the optimization of the selection system below. The analysis of R company's recruitment system running situation, company profile and development philosophy, human resources structure, under the situation of recruitment work in recent years, combined with corporate strategy, corporate business philosophy, corporate culture, is R company's human resources management present situation has carried on the analysis, find out the problems , including the problems existing in the selection process, and selection evaluation index system problems. Based on the actual recruitment and selection work of R company, the competency model and other relevant theoretical basis are introduced, and the current research situation at home and abroad is studied. Based on this, the competency model of R company's r&d personnel was constructed, and the recruitment system improvement idea and implementation plan based on the competency model were constructed. Finally, a research engineer was used in a recruitment system based on competency model to carry out an empirical study, which proved its strong feasibility and operability. It is of great practical significance to improve the effectiveness of R company's recruitment and human resource management.
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