胜任力模型在企业招聘中的运用

范文编号:RL060  范文字数:9379,页数:16

摘  要
 在异常激烈的竞争中，为了获取竞争优势，许多公司把具有高绩效潜力的员工看做是是制胜的关键因素。胜任力模型提供了一种工具，可以清晰地定义带有企业个性的高绩效员工所应具备的胜任能力，同时运用胜任力理论在招聘过程中也可以帮助企业甄选出符合企业要求的高绩效的员工。从而为企业实现目标绩效、赢得竞争优势奠定人力资源的基础。
 基于胜任力的招聘管理比起传统的招聘管理有了长足的进步，基于胜任力的招聘管理势必将成为企业招聘管理的新发展趋势。通过人力资本取得竞争优势是现代企业的发展趋势。胜任力的研究与发展为企业人力资源管理提供了新的基点，基于胜任力的招聘管理势必将成为企业人力资源招聘管理的新发展趋势。
  
 关键词： 胜任力；企业；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

目  录
引言 5
第一章 问题的提出 5
 1.1传统招聘中存在的问题 5
 1.2本文的研究意义  …….6
第二章 胜任力理论综述 6
 2.1胜任力的内涵及特征 6
 2.2胜任力模型及其构建方法 9
第三章 基于胜任力模型的企业招聘管理策略分析 11
 3.1基于胜任力的企业招聘管理方法 11
 3.2基于胜任力模型的甄选 12
 3.3基于胜任力模型的人员配置 13
第四章 案例分析  14
 4.1 K公司案例背景 14
 4.2 胜任力模型在K公司招聘中的应用 14
结论 15
参考文献 15
致谢 16

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