X公司基于胜任素质模型与市场营销经理招聘测试体系与设计毕业论文.docVIP

摘 摘  要 要  人力资源是企业的第一资源，如何识别人才、企业需要什么样的人才等 问题一直困扰着企业老板，也始终是企业人力资源工作者的研究课题。 传统的基于职位的招聘甄选仅仅注重考察候选人是否具备所需要的知 识、经验与技能，缺乏对候选人未来绩效的预测与判断。而基于胜任素质模 型的招聘甄选恰恰弥补了传统招聘甄选的不足。然而，如何形成企业的胜任 素质模型，并将胜任素质模型应用到招聘甄选中呢？本文作者在借鉴成熟成 果及经验的基础上，避开常规的但对企业人力资源工作者难以实施胜任素质 模型的建立程序，结合公司的实际情况，以市场营销经理为例，提出基于企 业素质模型的招聘测试体系的设计思路，并应用实际案例分析体系的实施效 果，总结不足及需改进之处，提出进一步的研究方向。 借鉴成熟的、经过检验的通用胜任素质模型研究成果和测评、测试方法， 以市场营销经理为例，阐述企业胜任素质模型的建立方法并形成适合企业实 际的可操作的招聘测试体系，用于企业人才的招聘甄选。 本文共分为五章，第一章介绍了选题意义、研究方法和框架；第二章对 胜任素质模型及在实践中的应用介绍；第三章分析公司人力资源状况及招聘 面试中存在的问题；第四章以市场营销经理为例阐述如何建立企业素质模型 及设计招聘测试体系，并结合具体案例总结实施的效果；第五章总结应用情 况、实施效果及出现的问题，提出进一步改进意见和下一步研究方向。 作者提出对企业人力资源工作者简单易行的企业胜任素质模型建立方 法的设想，并将其与实际结合设计出有效的招聘测试体系，对中小企业如何 将胜任素质模型应用到招聘实践中提供了一种新的尝试。 关键词：胜任素质；招聘测试；体系；设计。 Abstract Abstract Human resource is the first resource of enterprises that becomes more and more important. But enterprises are always puzzled about how to identify persons with ability and what kind of persons with ability enterprises requires. This is the task for human resource managers all along. The traditional recruitment and selection are focused on candidates’ knowledge, experience and skills, don’t care forecast and estimation for candidates’ performance of future. But recruitment and selection based on competency model is just the make up for traditional recruitment and selection. Then, how to set up competency model and use it to recruiting? The author uses some research results and experiences to put forward design of testing system of recruiting market managers based on competency model according to the corporation. The author also brings out shortage, improvement and research fields. Applying some general competency model and testing tools, the author presents the methods of competency model building, and shows the actionable recruitment testing system in enterprises with market manager as example. Five chapters constitute the thesis. Chapter 1 summarize the background, major means and frame of this thesis, chapter 2 introduces competency model and applicati