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论文编号：	1462
作者编号：	2120072115
上传时间：	2009/12/15 9:24:55
中文题目：	胜任能力模型在A公司工程技术人员招聘中的应用
英文题目：	Recruitment based on competency model to technical personnel of A Company
指导老师：	王健友
中文关键字：	胜任能力模型 招聘 甄选 工程技术人员
英文关键字：	Competency model Recruiting Selection Technical personnel
中文摘要：	当今社会人力资源已成为企业核心竞争力之一，招聘工作是其中关键的一环。传统的招聘方法已经不适应现代企业的需求，而基于胜任能力模型的招聘越来越受到关注。面对实际工作中出现的问题，建立A公司的胜任能力模型，并用其指导招聘，特别是工程技术类人员的招聘工作成为了人力资源部门工作的重点。 本文回顾了胜任能力模型的基本概念，掌握了胜任能力模型的特点，以及胜任能力模型开发的常规方法。又对招聘工作的招募、甄选、录用和评估阶段进行了深入学习，掌握了各阶段的工作内容和特点。为剖析当前工作遇到的问题，构建新型的招聘体系奠定了扎实的理论基础。通过对相关理论的回顾和深入理解，分析得出了传统招聘体系的主要缺陷，通过对比，总结出基于胜任能力模型的招聘体系的优势，并掌握了从招募、甄选、录用和评估四个方面构建基于胜任能力的招聘体系的方法。 A公司工程技术人员年龄结构偏年轻化，学历高，流动性大。目前针对这类人员的招聘体系在人员规划，职位发布，招聘渠道，甄选方式，录用过程及招聘评估几方面都存在着问题。通过传统招聘体系和基于胜任能力模型的招聘体系的比较，结合A公司的现状诊断出了造成这些问题的根本原因是：招聘体系不完善，缺乏科学的甄选标准，甄选手段单一，招聘工作缺乏评估和总结。A公司所属的B集团已经建立了契合集团战略规划的核心胜任能力模型，围绕此核心模型，结合工程技术人员的招聘需求，建立了A公司工程技术岗位的胜任能力模型及基于此模型的招聘体系，并对该体系的招募、甄选、录用和评估等各阶段的工作提出了具体执行方案。在实际工作中，不仅胜任能力模型需要动态调整，战略基础，企业文化，高层领导及招聘人员等影响招聘体系运行的要素也处于动态变化中。招聘工作者需要认识并创造使其高效运行的组织条件并及时调整，才能圆满完成招聘工作，支持企业实现战略目标。
英文摘要：	Human resource becomes one of the core ability of competition in the modern world. Recruitment is a key factor of human resource management. Traditional recruiting method couldn’t fit the requirement of modern companies. The recruiting method based on competency model becomes more and more popular. Facing the actual problem during recruiting, build the competency model for A company, guide the recruiting by the model especially on the technical personnel recruiting becomes the most important job of the human resource department. The thesis reviews the basic conception of the competency model, the characteristic of competency model and the common methods of building the competency model. And the thesis studies the recruitment, selection, hire and evaluation of recruiting work and grasps the content and characteristic of each phase. In the mean time, the thesis studies the personnel, position and organization theory. This part of thesis builds a good academic base for further analyzing the problem in the daily recruiting work and building the new recruiting system. According to the studying of relative theory, the thesis finds out the main disadvantage of the traditional recruiting system and the advantage of the recruiting system base on competency model. In the meantime, grasp the method of building the new recruiting system from recruitment, selection, hire and evaluation. The characteristic of technical personnel in A Company is young, good education background and high fluid. Focus on the recruiting of technical personnel, the existent recruiting system has obviously problem on personnel programming, position releasing, recruiting channel, selecting method, hiring process and recruiting evaluating. According to the comparing of the traditional recruiting system and new recruiting system base on competency model, further analyzing of the company’s status. The root cause of these problems have been found: lack of perfect recruiting system, lack of scientific standard of selection, lack of selecting method, lack of recruiting evaluating. The group B which owns the company A had built a core competency model, around the core model, combines the recruiting requirement of the technical personnel, A company builds the competency model of the technical personnel and the recruiting system base on this competency model. And this thesis also describes the concretely executing plan of each phase in the recruiting system. During the daily recruiting work, not only the competency model needs to be dynamic adjusted, but also the strategy base, the company culture, the high level manager, the recruiting team and any other key factors is changing which could affect the recruiting system. The recruiting personnel must verify the key factors, creates the qualification and adjusts in time which could keep the system runs efficiency. After that, finishes the recruiting work perfectly to support the company achieve the strategic object.
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