基于胜任力的研发人员招聘测评体系设计

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摘要
胜任力模型作为一项人才评价标准，已越来越被人们所重视。它是根据每个岗位的特殊要求建立起来的一套担任该岗位的人员所需的素质标准。进入知识经济时代以来，企业对于人才的渴求日益增加，如何利用好企业内的人力资源一直是企业所关注的一个热点。如何选择出适合企业岗位的人才，是现在大多数企业面临的问题。
    招聘作为人力资源管理中重要的一环起着至关重要的作用。然而没有科学的方法作指导的招聘注定是无法成功的，而胜任力模型为企业在人才甄选中提供了便捷的帮助。通过胜任力模型，企业可以预测应聘者未来的绩效而不是传统的招聘以专业知识、技能或学历来评判人才的做法。
本文从胜任力和招聘测评的基本理论入手，在对清远电路板公司研发人员建立胜任力模型的基础上，以招聘为主要线索，运用胜任力模型选用合适的招聘测评方法对公司研发人员进行测评、甄选。
本文第一部分是绪论；第二部分对有关胜任力和人事测评的理论进行了综述；第三部分对清远电路板公司研发人员的现状和招聘中存在的问题进行分析，提出了构建基于胜任力模型的招聘测评体系的重要性；第四部分首先对清远电路板公司研发人员构建了胜任力模型，然后根据胜任力模型设计了相应的招聘测评体系。第五部分是结论。

    关键词：胜任力；招聘；测评；研发人员

ABSTRACT
Competency model as a talent evaluation criteria, has been growing by the attention. It is based on the specific requirements of each post, set up a post competency standards as the quality of the staff required. Entered the era of knowledge economy, the need of person with ability is increasing, how to make good use of human resources within the companies has always been a concern of a hot spot. How to select suitable person for companies become the problem that most companies are now facing.
Recruitment as an important part of human resources management plays a vital role. But without scientific method , the recruitment can not to be successful, and the competency model provide a convenient and efficient help for companies in the selection of person. Through competency model, companies can predict the future performance of candidates rather than the traditional recruitment to professional knowledge, skills or qualifications to judge personnel practices.
This paper start from the basic theory of recruitment and competency, establish the competency model of research and development person of the company, make recruitment as the main clues, use suitable model of the recruit evaluation methods to select right person.
The first part of This article is introduction ;the second part is reviewed the theory of the competency and personnel evaluation; the third part is analysis the problems of the  company and the recruitment in research and development person, put forward the importance on building a evaluation system based on competency model. In the fourth part, of the first build the competency model of the research and development person of the  company, and then design the corresponding recruitment evaluation system under the competency model. The fifth part is the conclusion.

Key words: Competency; recruitment; evaluation; research and development person

目录
一、绪论------------------------------------------------------------1
二、理论综述--------------------------------------------------------3
（一）胜任力模型概述------------------------------------------------3
    1、胜任力概念---------------------------------------------------3
    2、胜任力模型的构建方法-----------------------------------------3
（二）人员测评的方法------------------------------------------------4
三、清远电路板公司研发人员招聘测评现状------------------------------6
（一）清远电路板公司现状分析----------------------------------------6
（二）清远电路板公司研发人员现状分析--------------------------------6
（三）清远电路板公司研发人员的招聘现状及存在的问题分析--------------6
（四）构建基于胜任力的招聘测评体系的必要性--------------------------7
四、清远电路板公司研发人员基于胜任力模型招聘测评体系的建立----------9
（一）胜任力模型构建------------------------------------------------9
     1、建立专家小组------------------------------------------------9
     2、麦克利兰素质词典--------------------------------------------9
     3、企业研发人员的胜任力模型构建-------------------------------10
（二）基于胜任力模型的招聘测评体系建立-----------------------------16
     1、结合胜任力模型与岗位说明书建立甄选标准---------------------16
     2、根据甄选标准进行简历筛选-----------------------------------18
     3、研发人员笔试-----------------------------------------------18
       4、基于胜任力模型的行为描述面试-----------------------------18
       5、心理测验——创造力测验-----------------------------------21
       6、基于胜任力的背景调查-------------------------------------21
       7、录用-----------------------------------------------------21
8、招聘测评评估----------------------------------------------------22
五、结论-----------------------------------------------------------23
六、致谢-----------------------------------------------------------24
七、参考文献-------------------------------------------------------25
八、附录-----------------------------------------------------------26

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