基于胜任力理论的员工招聘体系优化研究——以Z公司为例  

Research on the Optimization of Employee Recruitment System Based on Competency Theory——Take Company Z as an Example

作　　者：李正 魏江茹 张静 Zheng Li;Jiangru Wei;Jing Zhang(School of Management,Nanjing University of Posts and Telecommunications,Nanjing,Jiangsu,210003,China)

机构地区：[1]南京邮电大学管理学院,江苏南京210003

出　　处：《管理科学与研究（中英文版）》2024年第2期59-66,共8页Management Science and Research

基　　金：国家社会科学基金“灵活就业青年的数智化职业迁移能力研究”支持资助(23BSH059)。

摘　　要：招聘是企业获取人力资源的首要途径,员工招聘的数量和质量直接影响企业人力资源的队伍建设与企业核心竞争力。本研究认为将胜任力理论运用到企业招聘中,能够帮助企业聚焦于员工的“能力”,为企业挑选出工作优异者与高绩效者,从而重新评估招聘的途径和流程。因此,通过问卷调查法收集和确定了Z公司员工胜任力因子,运用实证法构建出Z公司员工胜任力模型。最后,对Z公司在当前招聘员工方面存在的问题提出改进性建议并进行招聘体系优化研究。Recruitment is the primary way for enterprises to obtain human resources,the quantity and quality of employee recruitment directly affect the construction of enterprise human resources and the core competitiveness of enterprises.This research indicates that applying the competency theory to enterprise recruitment can help enterprises focus on the"ability"of employees,select excellent and high-performers for enterprises,and re-evaluate the recruitment methods and processes.Therefore,the employee competency factor of Company Z is collected and determined by questionnaire survey method,and the employee competency model of Company Z is constructed by empirical method.Finally,some suggestions for improvement are put forward on the problems existing in the current recruitment of employees of company Z,and the optimization of the recruitment system is studied.

关 键 词：胜任力理论 员工招聘 招聘体系 优化 

分 类 号：F27[经济管理—企业管理]