胜任力模型在保险行业人才招聘中的应用研究.docxVIP

PAGE i PAGE 17 胜任力模型在保险行业人才招聘中的应用研究 内 容 摘 要 胜任力是一种能够测量与区分工作业绩优秀者与工作业绩一般者的特征，这些特征包括知识、技能、社会角色、性格、动机和态度；胜任力模型则是指在某个工作岗位表现优秀所需要具备的胜任力的总和。应用研究部分,以A公司为例,通过梳理、研究A公司的招聘工作，发现了公司在人才招聘中存在这三个问题：缺乏人力资源规划、测评方法过于单一、招聘效率低下。通过分析，得出两点原因：一是人力资源招聘团队对招聘理论认识不足，二是整个公司处于重技能轻素质的状况。因此，笔者运用所学理论知识，结合A公司的实际情况，构建符合A公司的胜任力模型，主要是营销人员胜任力模型和管理人员胜任力模型，并应用于人才招聘中，此次研究对A公司的招聘工作具有一定的指导意义。 关键词：胜任力；胜任力模型；招聘  Research On The Application Of Competency Model In The Recruitment Of Insurance Talents——Take Company A As An Example Abstract Competency is a kind of characteristic that can measure and distinguish between the best and the average. These characteristics include knowledge, skill, social role, character, motivation and attitude. Competency model refers to the sum of the required to perform well in a job. Applied research part, take A company as an example, through combing, studying and A the recruitment work of the company, we find that the company has these three problems in the recruitment of talents: lack of human resources planning, too single evaluation method, low recruitment efficiency. Through the analysis, we get two reasons: one is the lack of understanding of the recruitment theory of human resources recruitment team, the other is that the whole company is in the situation of emphasizing skills and neglecting quality. Therefore, the author uses the theoretical knowledge, combined with the actual situation of A company, to construct a competency model in line with the A company, mainly the competency model of marketing personnel and the competency model of management personnel, and applies it to the recruitment of talents. This study has certain guiding significance for the recruitment work of A company. Key words: Competency; Competency model; recruit 目 录 TOC \o 1-3 \h \z \u 内 容 摘 要 1 Abstract 2 一、 绪 论 5 （一）研究背景和意义 5 1．研究背景 5 2．研究意义 5 （二）国内外研究现状 5 1.国外研究现状 5 2.国内研究现状 6 （三）研究方法与思路 6 1.研究方法 6 2.研究思路 6 二、 相关理论概述 7 （一）招聘理论 7 1.招聘的含义与原则 7