【作者】 乐国林； 毛淑珍；

【Author】 Yue Guolin Mao Shuzhen (Business Administration School,South China University of Technology,Guangzhou,510641;Business School,Qingdao Tech University,Qingdao,266520

【机构】 华南理工大学工商管理学院； 青岛理工大学商学院；

【摘要】 目前骨干人才的招聘遴选中多数公司遇到骨干人才职场经验丰富甄选难、重视职位匹配忽视组织匹配引致管理风险、缺乏系统的人—组织匹配的甄选方法等问题。运用学习迁移心理学,建立"职位匹配-组织匹配"、"完全匹配与边缘匹配"的二元匹配甄选理念能够解决高层次人才甄选遇到的难题。依据这一理念建立不同岗位骨干人才二元匹配素质模型,恰当地使用调节变量,并在简历评估、笔试、面试或情景测评等甄选环节贯彻执行这一理念,则能够提高骨干人才招聘甄选的质量和效能。更多还原

【Abstract】 At present there exist many problems on the selection of core talents recruitment in most businesses,such as the difficult discrimination of core talents ability duty to their workplace experience,the organization risk because of ignoring organizations match at the selection of core talents recruitment;the lack of systems — organizations that match the selection methods,and so on.According to the psychology of learning transfer,the problems may be solved,if we establish a"job-matching-organization fit","exact match-the edge match" concept of the dual match selection of core talents recruitment.Based on this idea to create different jobs matching the quality of talents binary model,resume assessment,written examination,interview or situational assessment are implemented appropriately,the selection quality and effectiveness of core talents recruitment could be improved.更多还原