【摘要】：企業(yè)之間的相互競(jìng)爭(zhēng)隨著全球知識(shí)經(jīng)濟(jì)的發(fā)展,已經(jīng)由傳統(tǒng)的產(chǎn)品競(jìng)爭(zhēng)戰(zhàn)略轉(zhuǎn)向?yàn)槿瞬鸥?jìng)爭(zhēng)戰(zhàn)略,在企業(yè)的組織管理中人力資源的管理地位也日顯突出與重要。員工的工作產(chǎn)出,通常是用來(lái)判斷一個(gè)企業(yè)是否能夠長(zhǎng)期持續(xù)地滿足客戶和市場(chǎng)需求的重要標(biāo)準(zhǔn)。企業(yè)能夠重視公司人才的管理,并對(duì)其進(jìn)行有效合理的經(jīng)營(yíng),這些將會(huì)對(duì)員工的工作結(jié)果產(chǎn)生直接的影響。由此我們可以看出,通過(guò)合理經(jīng)營(yíng)管理人才去經(jīng)營(yíng)管理客戶,這是企業(yè)運(yùn)營(yíng)過(guò)程中最為本質(zhì)的意義所在。在面對(duì)競(jìng)爭(zhēng)愈演愈烈的市場(chǎng),企業(yè)如何能夠具備持續(xù)競(jìng)爭(zhēng)優(yōu)勢(shì)的關(guān)鍵在于企業(yè)必須持有自己獨(dú)特的核心競(jìng)爭(zhēng)力。員工掌握相應(yīng)的核心能力,這種技能將會(huì)直接促進(jìn)和推動(dòng)企業(yè)核心競(jìng)爭(zhēng)力的發(fā)展。員工的可觀察的知識(shí)、技能、品質(zhì)以及對(duì)組織創(chuàng)造競(jìng)爭(zhēng)力的行為,以上種種重要因素構(gòu)成了核心勝任力的內(nèi)容。如何將員工與崗位匹配度進(jìn)行合理的動(dòng)態(tài)關(guān)系管理和維護(hù),這毋庸置疑成為企業(yè)人力資源管理的核心問(wèn)題。在以往的人力資源管理中,企業(yè)基于職位的管理一直保持著傳統(tǒng)的途徑,并在不斷的發(fā)展過(guò)程中形成了齊全的方案與程序,具體涵蓋了崗位說(shuō)明書生成、數(shù)據(jù)后期處理工具、信息收集渠道等。這種固有的方法僅局限于注重工作內(nèi)容本身,反而將與其相輔相成的諸多重要核心內(nèi)容剝離,這些核心內(nèi)容包括崗位分析、人員招聘、薪酬構(gòu)成、績(jī)效考核、員工激勵(lì)等�，F(xiàn)代企業(yè)管理應(yīng)改變傳統(tǒng)的以崗位為研究重點(diǎn),對(duì)于認(rèn)為人是崗位的附屬的管理思想應(yīng)及時(shí)更改以適應(yīng)當(dāng)下先進(jìn)的管理模式。對(duì)于人才的管理逐漸成為企業(yè)經(jīng)營(yíng)管理過(guò)程中的關(guān)鍵內(nèi)容。尤其體現(xiàn)在對(duì)人的內(nèi)在素質(zhì)與工作績(jī)效之間的聯(lián)系的研究。人的內(nèi)在素質(zhì)主要包括知識(shí)結(jié)構(gòu)、專業(yè)技能、個(gè)性品質(zhì)、內(nèi)驅(qū)力等因素。因此,現(xiàn)代企業(yè)人力資源管理中基于勝任力的研究普遍受到專業(yè)學(xué)者及企業(yè)管理者的關(guān)注。本文以勝任力的開始以發(fā)展背景、內(nèi)涵、學(xué)術(shù)研究、實(shí)踐操作、專業(yè)著作以及其在全球企業(yè)人力資源部門中的招聘應(yīng)用。本論文所研究的主要內(nèi)容是A公司勝任力模型在營(yíng)銷經(jīng)理中招聘的運(yùn)用。本論文第一步綜合分析了A公司的整體招聘情況,對(duì)在招聘過(guò)程中出現(xiàn)的一系列不合適的情況進(jìn)行了匯總。與此同時(shí),由于公司處于業(yè)務(wù)快速擴(kuò)張時(shí)期,導(dǎo)致公司各部門的現(xiàn)有人員任務(wù)加重,工作效率滯后,人員缺口大幅度增大。其次,A公司近三年來(lái)員工離職率居高不下,公司對(duì)此日益危急的人事情況開始重視并著手解決。A公司造成這種情況的根本原因是公司的招聘策略一直欠缺合理規(guī)范的招聘體系,人事各項(xiàng)制度不完備。本論文以A公司的營(yíng)銷經(jīng)理為典型事例,初步策劃勝任力素質(zhì)模型,關(guān)于應(yīng)聘者的個(gè)人情況、工作經(jīng)驗(yàn)、素質(zhì)能力、潛在特質(zhì)等依據(jù)A公司的勝任力模型的流程指導(dǎo)和標(biāo)準(zhǔn)要求進(jìn)行嚴(yán)格的操作執(zhí)行。本論文的最終,對(duì)于A公司人力資源部門的招聘開展過(guò)程中出現(xiàn)的難題提議了合理的解決方案。
[Abstract]:With the development of global knowledge economy, the competition between enterprises has turned from the traditional product competition strategy to the strategy of talent competition. The management status of human resources is also prominent and important in the organization management of enterprises. The work output of employees is usually used to judge whether a enterprise can satisfy the customer for a long time or not. And the important standard of the market demand. The enterprise can pay attention to the management of the talent of the company, and carry on the effective and reasonable management, these will have the direct influence on the employee's work result. Therefore, we can see that it is the most essential meaning of the operation process of the enterprise to manage the customer through the reasonable management personnel. In the face of increasingly competitive market, the key to how enterprises can have a sustainable competitive advantage is that the enterprise must hold its own unique core competence. The employees master the corresponding core competence. This skill will directly promote and promote the development of the core competitiveness of the enterprise. The organization creates the competitiveness of the behavior, the above all kinds of important factors constitute the content of the core competence. How to manage and maintain a reasonable dynamic relationship between employees and job matching, which is undoubtedly the core of human resource management in the enterprise. In the past human resource management, the management of the enterprise has been maintained on the basis of position management. In the traditional way, a complete program and program have been formed in the process of continuous development, which specifically covers the generation of job instructions, data post processing tools, information collection channels, etc. this inherent method is limited to focus on the work content itself, instead of stripping many important core contents, which are complementary to each other. The contents include post analysis, personnel recruitment, salary composition, performance assessment and employee motivation. Modern enterprise management should change the traditional position as the focus of research, and should change the management thought of the person as a post in time to adapt to the present advanced management mode. The key content in the study is especially in the study of the relationship between the inner quality and the work performance. The inner quality of the human is mainly including the knowledge structure, the professional skill, the personality quality, the internal drive and so on. Therefore, the research based on the competence in the human resource management of modern enterprises is generally concerned by the professional scholars and the enterprise managers. This article is based on the background of development, connotation, academic research, practical operation, professional work, and its recruitment and application in the human resources department of the global enterprise. The main content of this thesis is the application of A's competency model in marketing managers. The first step of this paper is to analyze the overall recruitment situation of A company. At the same time, a series of inappropriate situations in the recruitment process have been summarized. At the same time, because the company is in the period of rapid expansion of the business, the existing personnel task of various departments of the company is aggravated, the work efficiency is lagging behind and the staff gap has increased greatly. Secondly, the employee turnover rate has been high in the last three years of A company, and the company has been in this day. The critical personnel situation began to pay attention to and begin to solve the basic reason that.A company caused this situation. The recruitment strategy of the company has not been reasonable and standardized, the personnel system is not complete. This paper takes the marketing manager of A company as a typical example, preliminarily plans the winning power quality model, about the individual situation of the applicant, Work experience, quality, and potential characteristics are carried out strictly according to the process guidance and standard requirements of the A company's competency model. Finally, a reasonable solution is proposed for the problems arising in the recruitment and development of the human resources department of A company.
【學(xué)位授予單位】：東華大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92

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