基于胜任力模型的招聘管理研究-——以长信医疗拓展经理为例

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No text of specified style in document.1基于胜任力模型的招聘管理研究以长信医疗拓展经理为例摘 要随着血液透析行业成为资本投资的蓝海，各大企业竞相在全国投资兴办连锁血透中心。拓展经理是医院拓展工作的实施者，也是各大公司能否实现布局全国战略的关键。将拓展经理的胜任力模型用于招聘管理体系，可以帮助企业招聘合适的人才，完成公司的战略实施，增强公司的竞争力，以实现可持续发展。长信医疗是血液透析行业的新进入者，旨在成为全国独立血液行业的领军者。为了实现迅速布局全国的战略，公司必须招聘大量的拓展经理。但是目前公司在人员招聘方面面临着挑战，无法保障公司大力发展自建医院的战略计划。本文的研究目的是通过研究拓展经理的胜任力，构建拓展经理的胜任力模型，用于招聘管理实践，以期提高公司拓展经理队伍的群体素质。论文由六个部分组成。第一章绪论部分。从问题的提出、时代背景、人力资源资源招聘管理普遍存在的问题分析了基于胜任力模型招聘管理研究的必要性。第二章文献综述。这部分主要是理论研究。内容包括胜任力、胜任力模型、招聘研究、基于胜任力模型的招聘管理相关的定义、研究成果等。第三章主要是对长信医疗拓展经理的招聘情况进行分析。本章主要包括：血液透析行业的现状分析、 长信医疗的组织分析、长信医疗基于胜任力模型的招聘管理研究2的招聘现状分析、长信医疗招聘体系的不足分析。第四章介绍了如何构建长信医疗拓展经理胜任力模型。本章介绍了如何获得一手信息资料用于建模、建模过程五大步骤、建模基本方法等。本章是全文的核心。笔者通过文献分析、工作分析并结合假设方法，初步设定了拓展经理的 23 项胜任力指标，从而构建了拓展经理的初步的胜任力模型。随后通过一系列的优化手段，排除了 7 项不太重要的胜任力要素。这些手段包括电话访谈、问卷调查、使用数据分析工作 SPSS 工具等。长信医疗拓展经理的胜任模型被确定为 16 项能力素质。最终形成了长信医疗拓展经理的胜任力模型。第五章基于胜任力模型的拓展经理招聘实践。本章主要属于应用实践，根据模型在五大省份进行招聘运用。然后，基于模型的培训、招聘效果评估进一步完善模型。总结：本文通过对长信医疗企业招聘现状的分析，构建了长信医疗拓展经理的胜任力模型，并用于长信医疗企业基于胜任力模型的招聘管理体系的构建与完善。这种理论结合实际的研究，对于企业的招聘理有一定的现实指导意义。关键词：胜任力 胜任力模型 拓展经理 招聘Error! No text of specified style in document.3THE STUDY OF COMPETENCY MODEL BASED RECRUITMENT MANAGEMENT- CASE STUDY OF CHANGXIN BD MANAGERSABSTRACTMore and more enterprises are elbowing their way to invest in dialysis centers due to the prospect of this industry. BD managers are responsible for the development of dialysis centers and are also essential to a companys business strategy to reach the whole nation. The application of competency models in HR management may help the company to recruit and select appropriate personnel, achieve its business strategy and enhance corporate competiveness so as to achieve sustainable development.As a newcomer of dialysis industry, Changxin is committed to be a pioneer in operation of dialysis centers across China. In a bid to develop as many centers as possible in China, Changxin needs to recruit and select a great number of BD managers. However, the challenges of recruitment management have substantially impacted its strategy execution. The purpose of this study is to study the BD managers competencies of Changxin, develop their competency model and apply it into recruitment and selection so as to improve the BD managers total competencies. This paper consists of six chapters. Chapter One is about Introduction. It concludes the necessity for development of competency models from introduction of the topic, the background of study, and existing issues challenging most businesses in 基于胜任力模型的招聘管理研究4talent selection and recruitment. It also discusses the purposes, significance, and content of this study as well as its defects and innovation. Chapter Two is about Literature Review. It mainly covers competency, competency models, recruitment studies, recruitment based competency models, which serves as the theoretical basis for this study. Chapter Three reviews the reality of Changxins recruitment. It has analyzed dialysis industry, Changxin Medicals organization, Changxins current recruitment management, and the challenges facing Changxin. Chapter Four is about Development of Competency Models for Changxin BD Managers. This chapter introduces how to develop competency model, how to collect information and the five steps to build the model, which is the highlight of this paper. The author develops the preliminary competency model for BD managers with 23 competencies as per literature studies, job analysis and assumption. This model is further modified through interview, questionnaire, and SPSS data analysis with elimination of 7 less important competencies. Thus the competency model is finalized with 16 competencies.Chapter Five is about Application of Competency Models for Changxin BD Managers in Selection and Recruitment. It discusses development of recruitment management systems in Chaingxin , evaluation and analysis of recruitment effects as well as further improvement of the model through validation of training.In conclusion, this paper elaborates on the development of competency models for Changxin BD managers upon study of Changxins realities of recruitment management. The mode has been further verified through application in recruitment and selection. The case study may be Error! No text of specified style in document.5instructive for real recruitment management. KEY WORDS: Competency, Competency Model, BD Manager, RecruitmentError! No text of specified style in document.1目 录摘 要 .1ABSTRACT.4图表目录 .4第一章 绪论 .1一、问题的提出 .1二、时代背景 .2三、当前企业招聘管理普遍面临的问题 .3四、研究意义 .3（一）理论意义 .4（二）实践意义 .4五、研究方法、研究内容及思路 .4（一）研究方法 .4（二）研究内容及思路 .5六、创新与不足 .5（一）创新之处 .5（二）不足之处 .6第二章 文献综述 .7一、胜任力相关研究 .7（一）胜任力的发展历史 .7（二）胜任力的定义与内涵 .7（三）胜任力的特点 .8二、胜任力模型研究 .9基于胜任力模型的招聘管理研究2（一）胜任力模型的种类 .9（二）胜任力模型的构建步骤研究 .10（三）建模方法研究 Various Models.12（四）建模信息来源 .13三、招聘研究 .16（一）招聘作用研究 .16（二）招聘模式研究 .16四、 胜任力模型在企业招聘管理中的应用 .17第三章 长信医疗拓展经理招聘现状分析 .19一、血液透析行业分析 .19二、组织分析 .20（一）长信医疗基本情况介绍 .20（二）长信医疗的战略分析 .21三、长信医疗拓展经理的现状及特点分析 .21四、长信医疗拓展经理招聘现状分析 .23五、长信医疗招聘体系的不足分析 .25第四章 长信医疗拓展经理的胜任力模型构建 .27一、胜任力模型构建模思路 .27二、长信医疗拓展经理岗位工作分析 .27（一）战略分析 .27（二）工作特点分析 .28Error! No text of specified style in document.3（三）组织分析 .28（四）长信医疗的招聘计划 .29三、长信医疗拓展经理胜任力模型构建 .30（一）胜任力模型指标的初步筛选 .30（二）胜任力素质初次访谈 .32（三）胜任力模型的指标确认 .33（四）胜任力模型的验证与调整 .34（五）胜任力模型的最终构建 .37第五章 基于胜任力模型的拓展经理招聘实践 .38一、长信医疗基于胜任力模型的拓展经理招聘管理体系构建 .38（一）基于胜任力的招聘需求优化 .38（二）招聘渠道的选择 .40