基于勝任力的人力資源招聘--人力資源管理畢業論文

人力資源論文編號:RL026  字數:20433,頁數:30  本篇論文包含任務書,開題報告,論文,文獻綜述,外文翻譯,

目   錄
一、引言    1
二、理論概述    2
（一）勝任力    2
（二）基于勝任力的人力資源招聘  7
（三）基于勝任力的人力資源招聘與傳統的人力資源招聘的比較  7
三、長沙元通家具有限公司招聘管理流程簡介    10
（一）家具制造業的行業背景    10
（二）長沙元通家具有限公司的發展背景    11
（三）公司原有的招聘流程    11
（四）公司目前招聘存在的瓶頸  12
四、基于勝任力的公司營銷人員招聘流程  17
（一）營銷人員勝任力模型的設計   17
（二）確認目標崗位的任職資格   17
（三）設計行為導向的結構化面試  17
（四）實施全面綜合評價及錄用  20
（五）基于勝任力的家具企業營銷人員招聘體系應用效果分析  20
五、運用勝任力可能遇到的挑戰    22
六、結論    24
致謝    25
參考文獻    26

摘要
雖然家具行業在中國歷史悠久，從古至今一直受世人的追捧。但從管理的層面上看，中國家具行業仍然處于初級階段――表面上看起來好像已經很繁榮了，但實際上跟發達國家相比還有很多不完善和不成熟的地方。近年來中國家具企業和家具店鋪數量增長迅猛，部分企業也已經具有相當的規模，但行業中各企業的管理體系方面還存在很多漏洞和問題。還有很多從管理上需要改善的地方。本文試圖從人力資源管理的招聘入手，首先設計招聘崗位的勝任力模型，其次設計完整的基于勝任力的招聘流程。以達到有效招聘的目的。
本文的基本內容主要包括以下幾部分：第一部分是引言，主要講述勝任力的國內外發展概況，以及人們對各種行業從不同的角度和層面進行的勝任特征建模研究所做出的工作;第二部分主要講述勝任力的定義、特征等；第三部分主要介紹了一下長沙元通有限公司的概況、發展歷程和目前所遇到的瓶頸；第四部分對公司的營銷人員做了勝任力的分析，構建了基于勝任力的招聘流程;第五部分則簡單的描述了一下運用勝任力可能遇到的挑戰。
本文最主要的創新點是提煉了民營制造業的營銷人員的專用的勝任力特征模型，但由于時間倉促還不是很準確，希望在以后的工作中逐漸改善。在改善模型特征的同時還可以更深度的試用模型，可以把模型用于考核，測評等方面。

關鍵詞：勝任力模型；營銷人員；招聘；家具

ABSTRACT
Although the furniture industry in China has a long history, since ancient times, in particular, the Ming and Qing  Dynasties. Chinese furniture is sought after by all he people. However the level of management viewpoint` Chinese furniture industry is still in the initial stage - on the surface look like a very prosperous, but in fact compared with the developed countries there are many imperfect and immature local. Although in recent years the Chinese furniture industry and the rapid growth in the number of furniture shops, some enterprises have also had considerable size, but overall there are still many loopholes and problems. There are many from the management of the areas requiring improvement. This article attempts to human resources management from the start with the recruitment.  first start with the design of the recruitment posts competency model. Second Competency model based on the design integrity of the competence of the hiring process. To achieve an effective recruitment purposes.
In this article, the basic elements include the following: The first part is the introduction, mainly on the competence of the domestic and international developments, as well as people of various sectors from different angles and dimensions of the competency model to the work of the Institute; The second part mainly on the definition of competence, the characteristics of the third part mainly on the overview of Zhe jiang gaasper Limited and the current bottlenecks encountered by , the fourth major part of the company's marketing staff to do the competence of the Analysis; constructed based on the competence of the hiring process; Part V is a simple description of the use of the competence of the challenges that may be encountered.
  In this paper, the most important innovation is refining the private manufacturing sector, the exclusive marketing competence of the features of the model, but because of time constraints is not very accurate, in the hope that the future work of gradual improvement. To improve the characteristics of the model can also be more depth of the trial model, the model can be used for assessment, eva luation and so on.

Key words: competency model; employee of marketing; recruitment; furniture