| 招聘甄选策略研究——基于雇员接触点和岗位胜任力 |
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| 引用本文： | 郑志强.招聘甄选策略研究——基于雇员接触点和岗位胜任力[J].华东交通大学学报,2010,27(4):121-124. |
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| 作者姓名： | 郑志强 |
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| 作者单位： | 广东培正学院,市场学系,广东,广州,510830 |
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| 基金项目： | 广东培正学院科研基金项目 |
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| 摘 要： | 没有一套科学有效的招聘甄选方法来解决组织和应聘者的信息不对称问题,造成了实践中组织的招聘甄选活动效果不佳。在比较了各种招聘甄选方法后,从资格审查、雇员接触点和岗位胜任力角度设计了招聘甄选程序,对甄选过程中各环节的权重进行了分析,并对不同层次岗位及不同种类岗位的招聘甄选策略的适用性进行了初步探讨。
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| 关 键 词： | 招聘甄选 雇员接触点 岗位胜任力 |
A Study on Recruiting and Selecting Strategies Based on Employee Contacting Point and Post Competence |
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| Zheng Zhiqiang.A Study on Recruiting and Selecting Strategies Based on Employee Contacting Point and Post Competence[J].Journal of East China Jiaotong University,2010,27(4):121-124. |
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| Authors: | Zheng Zhiqiang |
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| Institution: | Zheng Zhiqiang (Department of Marketing, Guangdong Peizheng College, Guangzhou 510830, China) |
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| Abstract: | The fact that no effective method of recruiting and selecting method can solve the asymmetric problems between organizers and candidates causes ineffectiveness of recntiting and selecting in practice. Recruiting and selecting procedure are designed based on qualification, employee contacting point and post competence. The weighting coefficient of each link and the applicability of recruiting and selecting strategies of various posts are discussed. |
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| Keywords: | recruiting and selecting employee contacting point post comptence |
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