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论文编号：	2799
作者编号：	2120082288
上传时间：	2010/12/2 18:25:44
中文题目：	评价中心技术在V公司人员选拔中的应用研究
英文题目：	The Study on Application of the Technology of Assessment Center in Employee Selection of Company V
指导老师：	崔勋
中文关键字：	评价中心技术; 人员选拔; 胜任力模型
英文关键字：	Technology of Assessment Center; Employee Selection; Competence Model
中文摘要：	随着人力资源市场供需格局的变化以及企业间越来越激烈的人才争夺战，如何有效地选拔人才并保有人才已成为了每一个企业面临的重要课题。传统的选拔方式在应用过程中遇到了越来越多的问题和挑战,已经无法满足企业日益变化的需求，这就要求我们根据实际需求对新的选拔方式和方法进行探索与研究。 本文以V公司人员选拔现状存在的问题作为研究背景，利用个案研究的方法，深入探讨了评价中心思想及其技术在V公司的人力资源管理工作中引入的可行性和必要性。作为全球风能行业的领航者，V公司在进入中国市场后发展异常迅猛，由此带来的对人才的急迫需求和保留人才的重要目标，对人力资源管理中的人才选拔、培训和发展提出了严峻的要求。 本文的研究目的是在综合分析宏观经济环境,行业及行业人力资源现状与V公司的人员选拔现状等各种因素的基础之上，提出在人员选拔体系和流程中引入评价中心思想及技术的动因和必要性，进而设计一套对V公司具有针对性的新型的人员选拔方案，并对该方案的应用效果及潜在问题进行了预测和评估，提出了保障对策和方法。评价中心作为一种实用性很强的测评体系和方法,近年来越来越多的在企业人员选拔和培训中得到应用。本文首先在查阅大量文献资料的基础上，对评价中心及评价中心各项技术进行了详细的阐述，对其发展历史、涵义、常用方法、优势与劣势以及发展现状等进行了详尽的分析和说明。接下来，文章对作为分析个案V公司的现状及在选拔人才中遇到的问题进行了细致的论述，详细分析了各类职位在V公司的选拔困境，并在此基础上提出了在公司人员选拔工作中引入该思想的必要性和可行性。进而深入探讨并设计了一套全新理念的人员选拔方案，该方案融合了评价中心的思想精髓，借鉴了诸多评价中心技术，同时根据不同职位的特点进行了有区别的细致的探讨。并以一中层管理职位为例详细阐述了该方案的实施步骤以及在实施过程中的注意事项。 鉴于该技术对于V公司来说属于全新的理念和方法，在投入使用之初需要对评估效度、适用人群以及成本投入等几个方面进行评估，同时，我们也分析并预测了在实施过程当中可能存在的一些问题及风险，并设计了应对方案和保障策略。 这里我们需要强调的是，V公司在现阶段并非要建立整套的评价中心，而是将评价中心的理念和思想融入到人员选拔流程的再设计中，运用其思想精髓及相关技术帮助公司设计符合实际要求的选拔方案和方法。本文为V公司的选拔体系和流程提供了有价值的思路，用动态的情境模拟代替静态的传统选拔方法，是对思维方式的突破与重新思考，相信将会在很大程度上帮助公司解决现阶段面临的问题与困境。
英文摘要：	As the continuous change of Demand-Supply structure in the Human Resource Market, as well as the fierce fighting for obtaining and retaining employees among the enterprises, to select and retain employees efficiently has become an important topic for each enterprise. However, the traditional selection methods, which are encountering more and more problems and challenges in the application, have been unable to satisfy the requirements from enterprises; therefore, we have to develop the new way according to the actual requirements. Based on the analysis for current situation of selection system in Company V, hereby probe into the feasibility and necessity for the introduction of the concept and technologies of Assessment Center into human resource management in Company V. As the leader in energy industry, Company V is growing extremely fast as coming to China. It brings along the urgent needs for talent, and the aim to retain people as well. All of these required a high quality and effective system of recruitment, training and people development. The goal of the study is to analyze the motive and necessity of introduction of the concept and technologies of Assessment Center, based on elaboration of macroscopic environment, human resource situation of industry as well as within Company V. And then put forward a pertinent proposal to Company V and draft the estimation and evaluation to the implementation effect of this method. Finally, how to guarantee the good operation of system have been involved into the research as well. As a highly practicable assessment system and method, Assessment Center has been well applied in more and more enterprises for recruiting and training and related. At the very beginning, based on plentiful material and data, this study elaborates the meaning of Assessment Center, including the development history, definition, common skills, advantages and disadvantages and development status. In the following, this study makes a deep research on the problems and difficulties in the selection work of Company V, and puts forward the feasibility and necessity of this concept and related technologies. And then, discuss to design a wholly new proposal, which absorbs the essence of Assessment Center and borrows various kinds of technologies. Taking an example of middle-level position, describe the implementation steps, as well the points for attention in the process. Due to a totally new concept and tool for Company V, this study also estimates some potential problems and risks, and designs countermeasures, based on the effectiveness, people who are adequate for and the cost. It should be highlighted here that in current status, the first priority is not to establish a complete Assessment Center, but to apply its idea and thoughts into the redesign of employee selection and furthermore to draft a proposal which should be in accordance with actual requirements. It will be valuable to the selection system in Company V. The concept of Assessment Center applies the dynamic scenario simulation instead of traditional methods, which is a breakthrough of thinking. Therefore, we believe that it could help solve the problems company is facing now to a great extent.
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