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当前的人才招聘选拔侧重于以“人—岗匹配”为理论,以人才测评为手段,事先分析特定岗位所要求的各项素质,组合成测评模型与相应测验,考察应聘者的各项胜任素质,根据各项素质的得分,判断应聘者是否能胜任特定岗位的工作。也有部分企业直接使用结构化面试考察应聘者的知识、能力是否与岗位匹配,价值观与职业目标是否与组织匹配等。总体而言,“人与组织匹配”一直没能在人才招聘选拔实践中得到有效运用。本文在对“人与组织匹配”理论进行分析的基础上,整合出“人与组织匹配”模型,并通过设计、使用相应测验,在实践中展开对“人与组织匹配”的创新考察,以期为其他企业在“人与组织匹配”方面的探索提供模型参考与措施借鉴。
The current talent recruitment selection focuses on the theory of “person - post matching ” as the theory, taking the talent evaluation as a means to analyze in advance the qualities required by a specific post, combine the evaluation model and the corresponding test to examine the candidates Competent qualities, according to the score of various qualities, to determine whether candidates are competent for a specific job. There are also some companies directly using structured interview to examine candidates knowledge, ability and job matching, values and career goals and whether the organization match. Overall, “people and organization match ” has not been able to effectively use in talent recruitment selection practice. Based on the analysis of the theory of people-organization match, this paper integrates the model of “match of people and organization”, and through the design and use of the corresponding test, With the aim of providing model reference and reference for other enterprises to explore in the aspect of “match of people and organization ”.