MBA教育中心知识库

全面实施“技能中国行动”，是中共中央办公厅、国务院《关于加强新时代高技能人才队伍建设的意见》的核心内容，也是我国从制造业大国向制造业强国转型发展的关键措施。技能人才在建设制造业强国中发挥着重要作用，健全的科学的选人用人育人机制是制造业培养技能人才的基础。如何做到人尽其才、适才而用，是企业在人力资源管理中的重点。招聘管理作为人力资源管理的子模块之一，直接关系到人才的获取和留用，直接影响到企业对人才的准确识别和合理配置。1973年麦克里兰(Maclelland)提出胜任力概念及胜任力模型，描述了岗位任职者基准性素质和鉴别性素质，为人力资源管理提供了科学的管理依据和抓手，同时也为招聘管理提供了有效的方法和手段。基于胜任力模型的招聘管理将使企业获得能胜任岗位工作并对所从事工作感到满意的人才，有效发挥人才价值，同时也能减少人才流失。

本文选取M公司化工生产岗位人员为研究对象，通过实地调研、员工访谈及查阅资料，梳理了M公司化工生产岗位人员招聘管理现状；通过新引进员工对招聘工作的满意度调查、招聘及用人部门调查问卷，分析得出M公司化工生产岗位人员的招聘管理中存在问题的成因有缺乏科学的招聘计划、缺乏专业的招聘团队、缺乏充分的招募准备、缺乏有效的甄选方式、缺乏完善的录用流程、缺乏健全的评估机制；通过调查问卷法、员工访谈法，提炼符合公司发展要求及化工生产岗位素质要求的三个维度15项胜任力指标，构建出M公司化工生产岗位胜任力模型，为M公司化工生产岗位招聘管理优化提供方法支撑；基于化工生产岗位胜任力模型和人岗匹配理论，提出了科学制定招聘计划、加强招聘团队建设、有效开展招募工作、优化人才甄选方式、完善人员录用流程、健全招聘评估机制等6个方面的招聘管理优化对策。

本文选取的研究对象为化工类企业，技术技能型人才对其发展显得尤为重要。运用人岗匹配理论、胜任力模型解决生产一线员工的招聘实际问题，在提高岗位胜任率、招聘有效性和改进招聘管理方式、招聘管理水平方面具有现实意义。

The comprehensive implementation of the Skills in China Program, is the core content of the Opinions on Strengthening the Construction of Highly skilled Talents in the New Era issued by the General Office of the CPC Central Committee and The State Council, and is also a key measure for China to realize it's transition of Chinese manufacturing mode.Skilled personnel play an important role in building a manufacturing power. A sound and scientific selection, appointment and education mechanism is the basis for training skilled personnel in the manufacturing industry. How to make the best use of talents will become the key point of enterprise human resource management. As one of the sub-modules of human resource management, recruitment management is directly related to the acquisition and retention of talents, and directly affects the accurate identification and reasonable allocation of talents by enterprises. In 1973, Maclelland put forward the concept of competency and competency model, describing the benchmark quality and discriminating quality of the post holders, and providing a scientific and effective method basis for the recruitment management of enterprises. With the help of the competency model, the recruitment management of the enterprise will obtain the talents who are competent for the job and are satisfied with the work, and effectively give full play to the value of talents and reduce the brain drain.

This paper selects the chemical production post personnel of M Company as the research objects, through field research, staff interviews, and data access, sorted out the recruitment and management status of chemical production personnel in M Company; Using the questionnaire method, Through the new employee recruitment satisfaction survey, the recruitment survey and the employment department questionnaire survey, The analysis shows that the reasons for the problems in the recruitment management of chemical production personnel in M Company are lack of scientific recruitment plan, lack of professional recruitment team, lack of sufficient recruitment preparation, lack of effective selection method, lack of perfect recruitment process, lack of sound evaluation mechanism; Through induction, questionnaire, discussion, Refining 15 competency indicators in three dimensions that meet the development requirements of the company and the quality requirements of chemical production positions, construct the competency model of the chemical production position of M Company, provide method support for the optimization of recruitment management of chemical production positions in M Company; Based on the competency model and basic theory of chemical production position, This paper puts forward six aspects of recruitment management optimization countermeasures, such as scientifically formulating the recruitment plan, constructing the recruitment team, effectively carrying out the recruitment work, optimizing the talent selection method, making the recruitment process and evaluation mechanism perfect.

The research objects selected in this paper are chemical enterprises, technical skilled talent is particularly important to its development. using the human-post matching theory, competency model to solve the practical problems of production line staff recruitment, in improving the post competency, recruitment effectiveness and improve the recruitment management mode, recruitment management level has practical significance.