【作者】 徐辉；

【导师】 高拴平；

【作者基本信息】 北京化工大学 ， 企业管理， 2007， 硕士

【摘要】 现阶段有关人才测评招聘方面的研究多是基于大型企业组织的，大型企业组织基于自身组织能力和专业化水平，在招聘中多采用系统的人才测评技术，整体招聘测评体系完整、规范、效率较高。但由于其灵活性及针对性不强，过于复杂，在中小企业中不能得到有效的利用和认可。而以深圳中小板上市公司为代表的优秀中小企业由于自身管理水平、资源技术条件的限制，在招聘测评方面较弱，已成为其人才战略的关键制约性因素，进而成为其快速成长的瓶颈。通过对中小板企业人才特性及测评方案的深入分析，本文对其岗位划分提出了新的思路，设计了包括研发、管理、营销等兼具灵活性和通用性的五大职系及其对应的人才素质特征的关键指标，进而对中小板企业招聘测评体系进行了重新设计。试图通过流程体系的重新设计和内外资源的充分整合利用，提出有针对性地解决方案。鉴于创新性、敬业精神等关键指标的测评度量具有通用性特征，本文在流程中引入了人力资源管理的第三方服务。通过专业服务提供商的标准化测试体系去实施完成，可以提高效率，为企业人才测评的前端提供定量化有效的支撑。而中后期的测评招聘由企业自身根据专业化需求来完成，进而做出有效的选拔决策。论文结合中小板企业招聘测评实际进行了案例分析，以期为这类企业的招聘测评提供一些理论依据和操作指导。更多还原

【Abstract】 Small and Medium Enterprises(SME) listed in Shenzhen Stock Market are also called Growth Enterprises Market (GEM), as the deputy of Chinese excellent SME, which have already made a great contribution to the national economic development, employment and taxes. The requirement of self-development and international strong competition cause a big challenge to human resource managent. Just as the theory of labour capital said that the talent will be the key factor in the future compition, only the GEM companies who break through in personnel management, who can keep sustainable development in the future.The personnel measurement and selection play an important role in human resource management, it is the beginning. The capability of GEM companies is limited, the deep research on detail index is difficult to them, the practical question they face is that they have to recruit new one coming into the organization. The feature of them is abviously different from the big established companies, so how to select the crucial index according to the characteristics of talent means a lot to the long strategic development. Well, this article think the integration of inside and outside resources and re-design of recruitment process will be helpful to solve the problem mentioned above. So this article analyse the talents’ characteristics in detail according to the features of iniative companies, and also argue the new way of position definition. After that, we design the company position in five aspects including R&D, technical, marketing, executive and finance occupations and also point out the core qualities of candidates about different kind of jobs. We throw out the general ideas that we have to evaluate the candidate by ourselves absolutely, instead we transfer to ask for help from the outsourcing human resource management service provider.The standard evalutation system and professional personmel will make them be able to do it well. And provide the reliable datas and save so much time and energy for enterprises, so as to make them to concentrate on the next step measurement and selection. What the outsourcing institution does is just the complex and program work, it is the initial selection.更多还原