基于胜任力的人力资源招聘--人力资源管理毕业论文

人力资源论文编号:RL026  字数:20433,页数:30  本篇论文包含任务书,开题报告,论文,文献综述,外文翻译,

目   录
一、引言    1
二、理论概述    2
（一）胜任力    2
（二）基于胜任力的人力资源招聘  7
（三）基于胜任力的人力资源招聘与传统的人力资源招聘的比较  7
三、长沙元通家具有限公司招聘管理流程简介    10
（一）家具制造业的行业背景    10
（二）长沙元通家具有限公司的发展背景    11
（三）公司原有的招聘流程    11
（四）公司目前招聘存在的瓶颈  12
四、基于胜任力的公司营销人员招聘流程  17
（一）营销人员胜任力模型的设计   17
（二）确认目标岗位的任职资格   17
（三）设计行为导向的结构化面试  17
（四）实施全面综合评价及录用  20
（五）基于胜任力的家具企业营销人员招聘体系应用效果分析  20
五、运用胜任力可能遇到的挑战    22
六、结论    24
致谢    25
参考文献    26

摘要
虽然家具行业在中国历史悠久，从古至今一直受世人的追捧。但从管理的层面上看，中国家具行业仍然处于初级阶段――表面上看起来好像已经很繁荣了，但实际上跟发达国家相比还有很多不完善和不成熟的地方。近年来中国家具企业和家具店铺数量增长迅猛，部分企业也已经具有相当的规模，但行业中各企业的管理体系方面还存在很多漏洞和问题。还有很多从管理上需要改善的地方。本文试图从人力资源管理的招聘入手，首先设计招聘岗位的胜任力模型，其次设计完整的基于胜任力的招聘流程。以达到有效招聘的目的。
本文的基本内容主要包括以下几部分：第一部分是引言，主要讲述胜任力的国内外发展概况，以及人们对各种行业从不同的角度和层面进行的胜任特征建模研究所做出的工作;第二部分主要讲述胜任力的定义、特征等；第三部分主要介绍了一下长沙元通有限公司的概况、发展历程和目前所遇到的瓶颈；第四部分对公司的营销人员做了胜任力的分析，构建了基于胜任力的招聘流程;第五部分则简单的描述了一下运用胜任力可能遇到的挑战。
本文最主要的创新点是提炼了民营制造业的营销人员的专用的胜任力特征模型，但由于时间仓促还不是很准确，希望在以后的工作中逐渐改善。在改善模型特征的同时还可以更深度的试用模型，可以把模型用于考核，测评等方面。

关键词：胜任力模型；营销人员；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