基于勝任力模型的招聘管理研究-——以長(zhǎng)信醫(yī)療拓展經(jīng)理為例

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No text of specified style in document.1基于勝任力模型的招聘管理研究以長(zhǎng)信醫(yī)療拓展經(jīng)理為例摘 要隨著血液透析行業(yè)成為資本投資的藍(lán)海，各大企業(yè)競(jìng)相在全國(guó)投資興辦連鎖血透中心。拓展經(jīng)理是醫(yī)院拓展工作的實(shí)施者，也是各大公司能否實(shí)現(xiàn)布局全國(guó)戰(zhàn)略的關(guān)鍵。將拓展經(jīng)理的勝任力模型用于招聘管理體系，可以幫助企業(yè)招聘合適的人才，完成公司的戰(zhàn)略實(shí)施，增強(qiáng)公司的競(jìng)爭(zhēng)力，以實(shí)現(xiàn)可持續(xù)發(fā)展。長(zhǎng)信醫(yī)療是血液透析行業(yè)的新進(jìn)入者，旨在成為全國(guó)獨(dú)立血液行業(yè)的領(lǐng)軍者。為了實(shí)現(xiàn)迅速布局全國(guó)的戰(zhàn)略，公司必須招聘大量的拓展經(jīng)理。但是目前公司在人員招聘方面面臨著挑戰(zhàn)，無(wú)法保障公司大力發(fā)展自建醫(yī)院的戰(zhàn)略計(jì)劃。本文的研究目的是通過(guò)研究拓展經(jīng)理的勝任力，構(gòu)建拓展經(jīng)理的勝任力模型，用于招聘管理實(shí)踐，以期提高公司拓展經(jīng)理隊(duì)伍的群體素質(zhì)。論文由六個(gè)部分組成。第一章緒論部分。從問(wèn)題的提出、時(shí)代背景、人力資源資源招聘管理普遍存在的問(wèn)題分析了基于勝任力模型招聘管理研究的必要性。第二章文獻(xiàn)綜述。這部分主要是理論研究。內(nèi)容包括勝任力、勝任力模型、招聘研究、基于勝任力模型的招聘管理相關(guān)的定義、研究成果等。第三章主要是對(duì)長(zhǎng)信醫(yī)療拓展經(jīng)理的招聘情況進(jìn)行分析。本章主要包括：血液透析行業(yè)的現(xiàn)狀分析、 長(zhǎng)信醫(yī)療的組織分析、長(zhǎng)信醫(yī)療基于勝任力模型的招聘管理研究2的招聘現(xiàn)狀分析、長(zhǎng)信醫(yī)療招聘體系的不足分析。第四章介紹了如何構(gòu)建長(zhǎng)信醫(yī)療拓展經(jīng)理勝任力模型。本章介紹了如何獲得一手信息資料用于建模、建模過(guò)程五大步驟、建?；痉椒ǖ?。本章是全文的核心。筆者通過(guò)文獻(xiàn)分析、工作分析并結(jié)合假設(shè)方法，初步設(shè)定了拓展經(jīng)理的 23 項(xiàng)勝任力指標(biāo)，從而構(gòu)建了拓展經(jīng)理的初步的勝任力模型。隨后通過(guò)一系列的優(yōu)化手段，排除了 7 項(xiàng)不太重要的勝任力要素。這些手段包括電話(huà)訪談、問(wèn)卷調(diào)查、使用數(shù)據(jù)分析工作 SPSS 工具等。長(zhǎng)信醫(yī)療拓展經(jīng)理的勝任模型被確定為 16 項(xiàng)能力素質(zhì)。最終形成了長(zhǎng)信醫(yī)療拓展經(jīng)理的勝任力模型。第五章基于勝任力模型的拓展經(jīng)理招聘實(shí)踐。本章主要屬于應(yīng)用實(shí)踐，根據(jù)模型在五大省份進(jìn)行招聘運(yùn)用。然后，基于模型的培訓(xùn)、招聘效果評(píng)估進(jìn)一步完善模型。總結(jié)：本文通過(guò)對(duì)長(zhǎng)信醫(yī)療企業(yè)招聘現(xiàn)狀的分析，構(gòu)建了長(zhǎng)信醫(yī)療拓展經(jīng)理的勝任力模型，并用于長(zhǎng)信醫(yī)療企業(yè)基于勝任力模型的招聘管理體系的構(gòu)建與完善。這種理論結(jié)合實(shí)際的研究，對(duì)于企業(yè)的招聘理有一定的現(xiàn)實(shí)指導(dǎo)意義。關(guān)鍵詞：勝任力 勝任力模型 拓展經(jīng)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 基于勝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 錄摘 要 .1ABSTRACT.4圖表目錄 .4第一章 緒論 .1一、問(wèn)題的提出 .1二、時(shí)代背景 .2三、當(dāng)前企業(yè)招聘管理普遍面臨的問(wèn)題 .3四、研究意義 .3（一）理論意義 .4（二）實(shí)踐意義 .4五、研究方法、研究?jī)?nèi)容及思路 .4（一）研究方法 .4（二）研究?jī)?nèi)容及思路 .5六、創(chuàng)新與不足 .5（一）創(chuàng)新之處 .5（二）不足之處 .6第二章 文獻(xiàn)綜述 .7一、勝任力相關(guān)研究 .7（一）勝任力的發(fā)展歷史 .7（二）勝任力的定義與內(nèi)涵 .7（三）勝任力的特點(diǎn) .8二、勝任力模型研究 .9基于勝任力模型的招聘管理研究2（一）勝任力模型的種類(lèi) .9（二）勝任力模型的構(gòu)建步驟研究 .10（三）建模方法研究 Various Models.12（四）建模信息來(lái)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、 勝任力模型在企業(yè)招聘管理中的應(yīng)用 .17第三章 長(zhǎng)信醫(yī)療拓展經(jīng)理招聘現(xiàn)狀分析 .19一、血液透析行業(yè)分析 .19二、組織分析 .20（一）長(zhǎng)信醫(yī)療基本情況介紹 .20（二）長(zhǎng)信醫(yī)療的戰(zhàn)略分析 .21三、長(zhǎng)信醫(yī)療拓展經(jīng)理的現(xiàn)狀及特點(diǎn)分析 .21四、長(zhǎng)信醫(yī)療拓展經(jīng)理招聘現(xiàn)狀分析 .23五、長(zhǎng)信醫(yī)療招聘體系的不足分析 .25第四章 長(zhǎng)信醫(yī)療拓展經(jīng)理的勝任力模型構(gòu)建 .27一、勝任力模型構(gòu)建模思路 .27二、長(zhǎng)信醫(yī)療拓展經(jīng)理崗位工作分析 .27（一）戰(zhàn)略分析 .27（二）工作特點(diǎn)分析 .28Error! No text of specified style in document.3（三）組織分析 .28（四）長(zhǎng)信醫(yī)療的招聘計(jì)劃 .29三、長(zhǎng)信醫(yī)療拓展經(jīng)理勝任力模型構(gòu)建 .30（一）勝任力模型指標(biāo)的初步篩選 .30（二）勝任力素質(zhì)初次訪談 .32（三）勝任力模型的指標(biāo)確認(rèn) .33（四）勝任力模型的驗(yàn)證與調(diào)整 .34（五）勝任力模型的最終構(gòu)建 .37第五章 基于勝任力模型的拓展經(jīng)理招聘實(shí)踐 .38一、長(zhǎng)信醫(yī)療基于勝任力模型的拓展經(jīng)理招聘管理體系構(gòu)建 .38（一）基于勝任力的招聘需求優(yōu)化 .38（二）招聘渠道的選擇 .40