結(jié)構(gòu)化面試探析—以銷售人員為例

人力資源字?jǐn)?shù):21329,頁數(shù):38  本篇論文包含任務(wù)書,開題報告,論文,文獻(xiàn)綜述,外文翻譯,等   論文編號:RL033
目  錄
一、引言--------------------------------------------------------------------1
二、理論綜述----------------------------------------------------------------3
   （一）勝任力及其模型的綜述-----------------------------------------------3
   （二）結(jié)構(gòu)化面試概述-----------------------------------------------------4
   （三）基于勝任力的結(jié)構(gòu)化面試概述-----------------------------------------5
三、長沙萬輝有限公司招聘現(xiàn)狀分析------------------------------------------- 8
   （一）長沙萬輝有限公司概況-----------------------------------------------8
   （二）長沙萬輝有限公司招聘現(xiàn)狀介紹--------------------------------------10
   （三）長沙萬輝有限公司結(jié)構(gòu)化面試存在的現(xiàn)實問題--------------------------10
四、招聘過程中結(jié)構(gòu)化面試的優(yōu)化—以銷售人員招聘面試為例---------------------13
   （一）長沙萬輝有限公司銷售部門介紹--------------------------------------13
（二）建立銷售人員勝任力模型-----------------------------------------------13
   （三）擬訂面試題目------------------------------------------------------18
   （四）擬訂面試題目評分標(biāo)準(zhǔn)----------------------------------------------19
   （五）確定面試題目------------------------------------------------------22
   （六）確定面試小組------------------------------------------------------23
   （七）結(jié)構(gòu)化面試的實施--------------------------------------------------23
   （八）結(jié)構(gòu)化面試實施過程中需要注意的問題--------------------------------26
五、結(jié)論-------------------------------------------------------------------28
致謝-----------------------------------------------------------------------29
參考文獻(xiàn)-------------------------------------------------------------------30
附錄-----------------------------------------------------------------------31

摘要
面試作為一種測評工具在人力資源管理中的應(yīng)用非常廣泛，在人事決策中發(fā)揮著重要作用。其中，結(jié)構(gòu)化面試由于具有內(nèi)容確定、形式固定、便于操作、評分標(biāo)準(zhǔn)穩(wěn)定的優(yōu)點，在規(guī)范化程度較高、測試規(guī)模較大的各類錄用考試中被廣泛使用，在考錄中起著重要的作用。因此，如何科學(xué)確定面試的測評要素，如何構(gòu)建測評要素的模型，歷來被視為決定面試設(shè)計成敗的關(guān)鍵和難點。
本文基于勝任力理論，指出面試不僅需要強(qiáng)調(diào)應(yīng)聘者和工作職位的要求匹配，同時也應(yīng)注重個體價值觀與組織文化的匹配，以銷售人員為例，提出基于企業(yè)勝任力模型的結(jié)構(gòu)化面試的設(shè)計思路，總結(jié)不足及需改進(jìn)之處。

關(guān)鍵詞：勝任力；結(jié)構(gòu)化面試；勝任力模型；招聘

ABSTRACT
As a test and eva luation tool, interview has massive application in human resources management field. It plays a very important role in personnel decision. Because it has much strength, such as specific contents, fixed form, easy operation, steady standards for eva luation, and good prevention of increase or decrease in the valve of the marks; structured interview is used widely in the highly standardized, big sized hiring tests. So how to decide scientifically the eva luation elements of interview, and how to construct the interview model, these questions are being considered as the keys and difficulties in determining the success of the design of interview.
Based on the theory of competency model, this study argues that the interviewee should fit the job’s requirements, and at the same time, fit between individual’s value system and organizational culture should also be considered. The article uses some research results and experiences to put forward design of testing system of recruiting marketer based on competency model according to the corporation. The article also brings out shortage, improvement and research fields.

Keywords: Competency； Structuring interviewing；Competency Model；Recruitment