CPIC公司IT管理职位人岗匹配测试及其延伸性研究

上海交通大学硕士学位论文CPIC公司IT管理职位人-岗匹配测试及其延伸性研究姓名：谢立波申请学位级别：硕士专业：工商管理指导教师：郑兴山20090524CPICIT-----CPICIT-----CPICIT-CPICIT-CPICIT--------RESEARCHONPERSON-JOBFITTESTFORCPIC’SITMANAGEMENTPOSITIONANDITSEXTENSIONABSTRACTHowtoselectsuitablecandidateforvacantpositionisaveryimportantproblemalmostmetbyeveryenterprise.Butwhichcanbesolvedbycorrectlyusingperson-jobfittestwithhighreliabilityandvalidity.Accordingly,person-jobfitwillberealized,andtheefficiencyandqualityofrecruitment,performanceofHRmanagement,andenterprise’sachievementwillbeimprovedviaitsapplication.Thisresearchhasintroducedwhatperson-jobfitis,basicprinciple,relativetheoriesofperson-jobfittestandpracticalapplicationofCPIC’sperson-jobofITmanagementposition,whichaimsatmanagementsandHRmanagershavingafullscaleideaofperson-jobtest’sprinciple,function,applicationhistoryandcurrentstatus,scientificindicatorsofgoodtest,andhowtouseitcorrectlyandreasonablytorealizeperson-jobfit.Byusingcomparativeanddemonstrativemethods,thisdissertationhasanalyzedperson-jobtestforCPIC’sITmanagementpositionanditsapplication.Theresultshaveprovedthetestcandiscriminateallkindsofcandidatesfromthepointofpersonalitywithhighreliabilityandvalidity.Attheendoftestreport,therearesomeveryusefulsuggestionsofcandidates’careerdevelopmentforreference,whichhasmademorefitbetweenpersonandpostofITmanagementposition.Atthesametime,theresearchhasalsofoundtherearesomedeficienciesofthetest.Thetestonlypaysattentiontocandidates’non-abilityfactorforthepositionbutignoresprofessionalknowledgeandskillrequiredbytheposition.Inaddition,thetestdoesn’tconsiderthematchbetweencandidatesandenterpriseculture,HRstrategyandotherorganizationalfactors.Infact,thesedeficienciesarecoveredbyalmostallperson-jobfittests,whichfocusoneaspect,butnotroundly.Additionaly,theresearchhasdemonstratedthatgoodperson-jobfittestcanhelpmanagerstoimprovequalityandefficiencyofrecruitment.Onthebaseofresearchresults,theauthorsuggeststhatthesamplesselection,testitemsdesignandjobpositionanalysishavetobecontrolledwhenthetestiscompiledinordertomaketheperson-jobfittestbescientificwithhighreliabilityandvalidity.Toavoidabusingthetest,knowledgeofsociology,managementscience,statisticsandpsychologyisnecessaryforuserofperson-jobfittest.Person-jobfittestwillbeappliedwidelyanddeeplywithitsbecomingmoreandmorescientific.And,itwillplaymoreimportantroleinHRfields.KEYWORDS:recruitment,person-jobfit,jobpostionanalysis2009410MBACPICIT-111.11.1.1100-MBACPICIT-2-CPICIT-ITCPIC--MBACPICIT-31.1.2-,,,-,-,,,,-(1)--(2)--CPIC---MBACPICIT-41.2CPICIT-1.2.1SPPSCPIC-IT-1.2.2CPICIT--CPICIT-CPIC-MBACPICIT-52-2.12.1.1--[1]1---2GinzbergSuper20403Krumboltz[1]MBA20025MBACPICIT-62.1.2-2060800160160[2]Edwards--Schneider--Attraction-selection-attrition,ASAMuchimsky&MonahanCable----[2]2004223-25MBACPICIT-7--Kristof--[2]JamesSchmidtHunter[2]2.1.32000-2003-2002---[2]2004223-25MBACPICIT-8-2005---,[3]2007--[4]2007----[5]2008---[6]-----[3]-20053131-33[4]-2007117-20[5]--2007427-29[6]-20081213-15MBACPICIT-92.2----16PFMBTIDISC-MBTIDISC2.2.116PFCattelltheSixteenPersonalityFactorTextorQuestionnaire16PFR.B.Cattell16PF16PF16PF16PF1947104500171MBACPICIT-104220ABCDE161616PF[7]2.2.2MBTIMBTIMBTIMyers-BriggsTypeIndicatorKatherineCookBriggs(1875-1968)IsabelBriggsMyersCarlG.Jung()50[7]16PF2008MBACPICIT-11MBTIMBTI¬¬¬¬¬E(Extroversion)I(Introversion)¬S(Sensing)N(iNtuition)¬T(Thinking)F(Feeling)¬J(Judging)P(Perceiving)16[8]2.2.3DISCDISCDr.WilliamMoultonMarstonDISCDISCHippocrates[8]MBTI2009210MBACPICIT-12CarlGustavJung19DISCDominance(Influence)(Steadiness)(Compliance)DISCDISCDominanceTheDirector/InfluenceTheInteract/SteadinessTheSupporter/ComplianceTheCorrector/DISCDISCDISCMBACPICIT-13DISCDISCDISCDISCDISCDISC2410DISCDISCDISCDISC[9][9]MBA[10]-S/20083NQ-[10]20089142-143MBACPICIT-15-T-200712-T3.2----MBACPICIT-16-12-345-15%35%76%[11]-[11]MBACPICIT-173.3-67%13%HR,,,,,-[12]-200337.2%34.7%36.4%17.2%[12]MBACPICIT-1830%39.3%200751%53.4%2[13]--123[13]MBACPICIT-193.4-------3.4.1--CPICMBACPICIT-20106.78.83.4.2-Excel1105CPICITMBACPICIT-213.4.3-3.4.4---MBACPICIT-22MBACPICIT-234CPICIT4.1CPICCPIC199151377CPICCPICCPICCPICCPIC185,00018,4005,000CPICCPICCPIC1MBACPICIT-241CPICFIGURE1OrganizationalStructureofCPICCPIC4.2CPICITCPICITCPICITCPICIT512345ITITITITITITITITITITITMBACPICIT-25IT4.3CPICITITITIT-IT22CPICITFIGURE2PostsDistributionofITOperationalCenter,CPICCPICITIT//ITMBACPICIT-264.4CPICITIT1ITITIT35.3-7.6MBACPICIT-273ITFIGURE3PostProfileofITManagementPosition,CPICCPICIT-MBACPICIT-285CPICIT-5.1-CPICITCPICHRCPICCPICIT10989-1425.2-IT-IT8MBACPICIT-291IT-TABLE1MajorElementsofPerson-jobFitTestforITJuniorManagementPosition5.3-5.3.1ITITABCIT49033MBACPICIT-302-TABLE2Samples’InformationofPerson-jobFitTest308162.8%182237.2%25216344.1%26-35237348.4%36-453386.946290.6%136527.7%275956.3%77915.9%alpha0.40.90.690.700.40.9110BAA5.3.21MBACPICIT-31(CPICIT3)2CPICIT-CPICIT[14],,,m([a1,b1],[a2,b2],,[am,bm])m=8,,,x1,x2,,xmdi=1/2[1-sign(xi-ai)*sign(bi-xi)]max{ai-xi,xi-bi}[14]20082113-114MBACPICIT-32i=1,2msignsign(xi-ai),xi