结构化面试探析—以销售人员为例

人力资源字数:21329,页数:38  本篇论文包含任务书,开题报告,论文,文献综述,外文翻译,等   论文编号:RL033
目  录
一、引言--------------------------------------------------------------------1
二、理论综述----------------------------------------------------------------3
   （一）胜任力及其模型的综述-----------------------------------------------3
   （二）结构化面试概述-----------------------------------------------------4
   （三）基于胜任力的结构化面试概述-----------------------------------------5
三、长沙万辉有限公司招聘现状分析------------------------------------------- 8
   （一）长沙万辉有限公司概况-----------------------------------------------8
   （二）长沙万辉有限公司招聘现状介绍--------------------------------------10
   （三）长沙万辉有限公司结构化面试存在的现实问题--------------------------10
四、招聘过程中结构化面试的优化—以销售人员招聘面试为例---------------------13
   （一）长沙万辉有限公司销售部门介绍--------------------------------------13
（二）建立销售人员胜任力模型-----------------------------------------------13
   （三）拟订面试题目------------------------------------------------------18
   （四）拟订面试题目评分标准----------------------------------------------19
   （五）确定面试题目------------------------------------------------------22
   （六）确定面试小组------------------------------------------------------23
   （七）结构化面试的实施--------------------------------------------------23
   （八）结构化面试实施过程中需要注意的问题--------------------------------26
五、结论-------------------------------------------------------------------28
致谢-----------------------------------------------------------------------29
参考文献-------------------------------------------------------------------30
附录-----------------------------------------------------------------------31

摘要
面试作为一种测评工具在人力资源管理中的应用非常广泛，在人事决策中发挥着重要作用。其中，结构化面试由于具有内容确定、形式固定、便于操作、评分标准稳定的优点，在规范化程度较高、测试规模较大的各类录用考试中被广泛使用，在考录中起着重要的作用。因此，如何科学确定面试的测评要素，如何构建测评要素的模型，历来被视为决定面试设计成败的关键和难点。
本文基于胜任力理论，指出面试不仅需要强调应聘者和工作职位的要求匹配，同时也应注重个体价值观与组织文化的匹配，以销售人员为例，提出基于企业胜任力模型的结构化面试的设计思路，总结不足及需改进之处。

关键词：胜任力；结构化面试；胜任力模型；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