MBA教育中心知识库

在全球化发展浪潮中，国内与国际市场的竞争日渐激烈，企业要想在这样的环境下稳固立足，关键在于赢得人才的竞争。因此，吸引并获取高素质的人才成为企业选才用人的核心任务。然而，目前许多企业的招聘仍侧重考察候选人的表面资质，如学历背景、专业技能等，通过了解其过去的工作经历来推测其是否符合岗位要求，并未全面考量候选人是否真正具备胜任岗位的能力。胜任力模型是一种评估员工胜任能力的理论框架，关注员工在特定岗位上的技能、知识、能力和特征等方面的综合素质。通过运用胜任力模型，可以更科学地评估项目经理候选人的能力，提高招聘的有效性和成功率。因此，构建胜任力模型对于企业招聘选拔人才具有重要的作用和意义。
本研究在检索与查阅大量国内外研究的基础上，进一步明确本研究的主题，而后采用访谈法和问卷调查法对天润公司项目经理招聘现状进行调研。研究发现，该公司在项目经理招聘过程中，存在招聘需求分析不到位、招聘岗位职责不明确、甄选标准缺乏规范性以及招聘效果评估不佳等问题。进而基于相关理论与访谈，构建天润公司项目经理胜任力模型，模型借鉴典型分类方法，从“核心胜任力”“通用胜任力”“专业胜任力”三个维度进行分类，包含13项胜任力指标。而后结合本研究所构建的项目经理胜任力模型，优化项目经理招聘体系，主要从招聘需求、岗位职责、甄选环节以及招聘效果评估四个方面进行。为了确保天润公司项目经理招聘体系的优化措施得到有效实施，本研究从制度层面、组织层面和人员层面提出了实施保障。
通过本研究，为天润公司更好地招聘到优秀的项目经理，实现人岗匹配提供了方法和依据，实现了人力资源的高效配置，优化了项目经理的招聘体系，提高了项目经理个人绩效及组织绩效，并最终为天润公司获得核心竞争优势提供了借鉴与参考。

In the wave of globalization, the competition between the domestic and international markets is becoming increasingly fierce. If enterprises want to establish a solid foothold in such an environment, the key is to win the competition for talents. Therefore, attracting and acquiring high-quality talents has become the core task of enterprises to select talents and employ people. However, at present, many enterprises still focus on the superficial qualifications of the applicants, such as educational background, professional skills, etc., and rely on their past work experience to predict whether they meet the job requirements, rather than comprehensively considering whether they really have the ability to be competent for the position. Competency model is a theoretical framework to evaluate employee competence, focusing on the comprehensive quality of employees in terms of skills, knowledge, abilities and characteristics in specific positions. By using the competency model, the ability of project manager candidates can be evaluated more scientifically to improve the effectiveness and success rate of recruitment. Therefore, the construction of competency model plays an important role and significance for enterprises to recruit and select talents.
On the basis of searching and consulting a large number of domestic and foreign studies, this study further clarified the topic of this study, and then adopted the interview method and questionnaire survey method to investigate the current situation of project managers in Tianrun Company. The study found that in the process of project manager recruitment, the company has some problems, such as inadequate analysis of recruitment needs, unclear responsibilities of recruitment positions, lack of standardized selection criteria, and poor evaluation of recruitment effect. Then, based on relevant theories and interviews, the project manager competency model of Tianrun Company is constructed. The model draws on the typical classification method and classifies it from three dimensions of "core competency", "general competency" and "professional competency", including 13 competency indicators. Combined with the project manager competency model constructed by the institute, the project manager recruitment system was optimized, mainly from four aspects: recruitment requirements, job responsibilities, selection links and recruitment effect evaluation. In order to ensure the effective implementation of the optimization measures of the project manager recruitment system of Tianrun Company, this study puts forward the implementation safeguard measures from the institutional level, organizational level and personnel level.
Through this study, for tianrun company better recruitment to excellent project manager, realize the matching provides the method and basis, realize the efficient allocation of human resources, optimize the project manager recruitment system, improve the project manager personal performance and organizational performance, and ultimately for the core competitive advantage provides reference and reference.