勝任力模型在企業招聘中的運用

人力資源論文編號:RL060  論文字數:9379,頁數:16

目  錄
引言 5
第一章 問題的提出 5
 1.1傳統招聘中存在的問題 5
 1.2本文的研究意義  …….6
第二章 勝任力理論綜述 6
 2.1勝任力的內涵及特征 6
 2.2勝任力模型及其構建方法 9
第三章 基于勝任力模型的企業招聘管理策略分析 11
 3.1基于勝任力的企業招聘管理方法 11
 3.2基于勝任力模型的甄選 12
 3.3基于勝任力模型的人員配置 13
第四章 案例分析  14
 4.1 K公司案例背景 14
 4.2 勝任力模型在K公司招聘中的應用 14
結論 15
參考文獻 15
致謝 16

摘  要
 在異常激烈的競爭中，為了獲取競爭優勢，許多公司把具有高績效潛力的員工看做是是制勝的關鍵因素。勝任力模型提供了一種工具，可以清晰地定義帶有企業個性的高績效員工所應具備的勝任能力，同時運用勝任力理論在招聘過程中也可以幫助企業甄選出符合企業要求的高績效的員工。從而為企業實現目標績效、贏得競爭優勢奠定人力資源的基礎。
 基于勝任力的招聘管理比起傳統的招聘管理有了長足的進步，基于勝任力的招聘管理勢必將成為企業招聘管理的新發展趨勢。通過人力資本取得競爭優勢是現代企業的發展趨勢。勝任力的研究與發展為企業人力資源管理提供了新的基點，基于勝任力的招聘管理勢必將成為企業人力資源招聘管理的新發展趨勢。
  
 關鍵詞： 勝任力；企業；招聘

 Abstract
  In the fierce competition, in order to obtain a competitive advantage, many companies with high potential employees as performance is the key factor in winning. Competency Model provides a tool that can be clearly defined personality with a high-performance enterprise employees should have the competence, competence at the same time the use of theory in the recruitment process can also help enterprises meet the business requirements of the selection of a high-performance staff. So as to achieve the goal of enterprise performance, gain competitive advantage lay the foundation for human resources.
 Competency-based recruitment management than traditional recruitment management has made substantial progress, competence-based recruitment management is bound to become the recruitment of new management trends. Through the competitive advantage in human capital is the development trend of the modern enterprise. Competence of the research and development of human resources management for the enterprise to provide a new basis of competence-based recruitment management is bound to become the recruitment of human resources management, new trends.
 Key words:  competence; enterprise; recruitment