基于胜任力模型的核心员工内部招聘管理研究

华中科技大学硕士学位论文基于胜任力模型的核心员工内部招聘管理研究姓名：张妮娜申请学位级别：硕士专业：工商管理指导教师：龙立荣20061031IIIAbstractHumanresourcesmanagementhasbecomethecenterofmodernenterprisemanagement.Recruitmentmanagementasahumanresourcesmanagementsubsystem.Throughrecruitment,selectionofaseriesofactivitiestothescientificandstandardizedsystem,improvingthequalityofenterprisestoachievesustainable,enhancethevitality,enhancecorporateefficiency.Competencemodelasanadvancedtool,ithelptoimprovestaffselection,training,enhanceworkefficiencyandother.Throughtheinternalrecruitmentofcorestaff,theapplicationcanplaytheroleofguideandinspire,contributetothecommondevelopmentofenterprisesandemployees.Inthispaper,competencymodelanditsapplicationintheselectionofhumanresourcebeintroducedmorecomprehensively.Firstly,itintroducesthebasictheoreticalconceptsofcompetence,competencemodel,characteristics,methodsandstepsofitbuildingon,thendescribestherelevantinformationofcorecompetenceandcompetitivenessofenterprises,thecorestaffandtheCompetencyDictionary.Secondly,itgivesacomprehensivedescriptionofthetheoreticalmeaningandsignificanceofrecruitment,thenintroducescostsofrecruitment,replacementcostsofrecruitmentfailure,thechoiceofrecruitmentchannelsandsoon.Meanwhile,itgivesabriefdescriptionofthemodelofcompetency-basedrecruitmentandselectionsystem.Next,thispaperfocusesoninternalrecruitthecorestaffsofWcompaniesinthepasttwoyears;itintroducestheactualsituationofenterprise’sinternalrecruitment.Theanalysisfoundthattheproblemisdeep-seatedreasonsfortherecruitmentbecauseofthelackofscientificmanagementsystem,nocorrespondingmodelofthecorestaffcompetence;nostandardrecruitmentproceduresandtheshortageofprofessionals.Atlastitcombinethetheoriesandmethodsofthepaper,constructthecorestaffscompetencymodelofWcompanyandthemodelofcompetency-basedmodelofinternalstaffrecruitmentmanagementsysteminlightoftheactualsituationanddevelopmentstrategy.Keyword:CompetencyModelCoreStaffInternalRecruitment111.11.1.1[1]20VilfredoPareto8020802080208020[2]UPS[3]22070McClelland[4]W1.1.220803W1.21.2.1IPMA2080[5]90W41.2.2WW52Competency2.12.1.1CompetenceMcClelland[6][7]2.1.261234562-1SpencerJr.LM,SpencerSM.Competenceatwork:Modelsforsuperiorperformance.NewYork:JohnWiley&Sons,Inc.,1993/72-1[8]2.1.3123;82.1.4CompetencyModel[9]36[10]12392-211022.1.5[11]1BehavioralEventInterviewBEIBEI.BEIBEIBEI21132-1/2.1.6[12]11223BEI453606132.2[13][14]IT142-32.3IT1520-30809080[15]CEOCFOCIO2.4CompetencyDictionary[16]620202-414223344/531664ABC2-2151[17]172-4118ABC2-22-2AA-1A0A1A2A3A4A5A6A7A8BA3B1B2B3B4/B5CA3C0C1/C2/C3C4ITMcClelland.D.CAguidetojobcompetenceassessment1976219AB2-32-3AA-1A0A1A2A3A42A53-12A61-2A72-5A85-10McClelland.D.CAguidetojobcompetenceassessment1976A1A4A53202-42-4A-1A0A1A2A3A4A5McClelland.D.CAguidetojobcompetenceassessment19764:2-52-5AA0A1A2A3A4A5A6McClelland.D.CAguidetojobcompetenceassessment197621[18]223112[19]3.1[20][21][22]RRecruitmentL23M3.2123244563.33.3.1[23]12510002022025002********32643.3.2[24]123()()427203.43.4.1[25]12283456123453.4.2293-13-194%87%84%66%86%83%77%68%89%78%94%81%75%76%84%/95%64%85%63%3.5303-2313-23-1compency-basedrecruitmentandselectionsystem3-3323-33.5.1[26]133..23.5.2[27]1234345354W4.1WW195594219992005“”“”WTO30WW4.2368090925451035WW4.34.3.12005120066W94-1W4311374.3.212)4345503,4.3.3138521234583060%-80%34060134.3.42826101013126727492526884-24-2W4168378110120393535W50607030404.41W2434112200025006002000201003420002000*12*2500600*22000201002000*4*32228920454267,,,,435()(23)449W[28],115-31234567891011WW5-2505-2W5.2WW151W24-3W5259W53W“”,543W456555.325-4W155622-335.4W12573480%5856500.3759MBAMBAMBA60MBA20061061[1]..:,1998[2],,..,2006(4):30-35[3],..,2001,3:50-51[4]DavidC.McClelland.TestingforCompetenceRatherThanforIntelligence.AmericanPsychologist,1973(28):1-14[5],..,1999(1):48-53[6],..:,2006[7].(Competency).[8]..,2004,4:37-38[9],..,2005,18(6):80-82[10](IHRI)..:2005[11],.-.,2004.3:34-35[12],.-.,2004,18(6):43-44[13].:.,1999.6:60-63[14]..=262&type=zycg,2006[15].,.,2004.10:56-57[16]..:,2005[17]McC1e11and.D.C.Aguidetojobcompetenceassessment.BostomMcberandco.,Inc,1976[18]..:,2002[19],..,2005,23(3):55-5762[20]..,2005,4:96-98[21]..,2005,15:369[22]..,2004,3:100-101[23],..,2002,5:38-40[24]..(B),2004,5:44-45[25],.,.,2003,8:30-31[26]..(),2002,4:115-116[27],..:,2005[28],,..,2002,34(3):306-311[29]Prahalad,C.K.&GaryHamel.Thecorecompetenceofthecorporation.HawardBusinessReview,1990,May-June:79-93[30]SandbergJ.Understandinghumancompetenceatwork:aninterpretativeapproach.AcademyofManagementJournal,2000.43(1):9-25[31]McClellandD.C.Identifyingcompetencieswithbehavioraleventinterviews.PsychologicalScience,1998[32]McClellandD.CBoyatzisR.E.Opportunitiesforcounselorsfromthecompetencyassessmentmovement.ThePersonnelandGuidanceJournal,1980(1):368-372[33]MansfieldRS.BuildingCompetencyModelsApproachesforHRProfessionals.HumanResourceManagement,1996,35(1):7-18[34]YangB.Y,WatkinsK.E,MarsickV.J.TheC