【作者】 李媛；

【导师】 刘孙芸；

【作者基本信息】 广西师范大学 ， 工商管理（专业学位）， 2023， 硕士

【摘要】 随着建筑业的转型发展,项目经理在项目建设中的地位越来越重要。优秀的项目经理不仅可以为建筑企业带来大量的建筑施工业务,增加企业收入,还可以为企业带来稳定的客户来源,大大增加企业在市场上的知名度和竞争力。然而,我国大多数建筑企业的人力资源管理并不成熟,并没有良好的针对项目经理的招聘机制,无法持续的为公司吸纳优秀的项目经理。胜任力模型明确了作为优秀项目经理所必备的知识、能力以及职业素养,将胜任力模型的相关理论使用至建筑企业的具体招聘工作当中,设立一种基于胜任力模型的科学招聘机制,可以有效地解决企业招聘中存在的问题,提升企业现有的招聘效率并减少企业在人力资源管理上的成本支出。本文选取了Z公司项目经理岗位作为研究对象,首先介绍选题背景和研究意义,明确本文的研究思路、内容及研究方法,然后结合胜任力、招聘的相关知识,以及国内外关于胜任力模型以及人员招聘的研究现状,分析Z公司项目经理招聘现状、所存在的问题以及问题产生的原因,并立足于Z公司项目经理研究标本,使用行为事件访谈法,最终构建出包含九项胜任特征的Z公司项目经理人员胜任力模型,将建立的模型应用到Z公司的项目经理招聘工作中,并基于胜任力模型来优化招聘流程、选择招聘专员、编写岗位说明书、优化项目经理甄选流程、筛选简历、优化笔试测评、优化结构化面试、完善招聘效果评估流程,力图解决Z公司项目经理招聘中存在的发布的招聘信息不全面、招聘笔试测评缺乏科学性、面试评估缺乏胜任力模型指导、对项目经理的绩效判断不准确、招聘评估流程不完善等问题。综上,本文运用胜任力模型对Z公司项目经理的招聘进行专题研究,期望从理论上丰富Z公司对项目经理招聘工作的相关理论,从实践上帮助Z公司优化关于项目经理招聘流程与相关工作,最终建立完善的Z公司对项目经理的招聘机制,以此提升Z公司业绩并助推建筑行业的发展。更多还原

【Abstract】 With the transformation and development of the construction industry,the position of the project manager in the project construction is more and more important.Excellent project managers can not only bring a large number of construction business for construction enterprises,increase enterprise income,but also bring a stable source of customers for enterprises,greatly increasing the visibility and competitiveness of enterprises in the market.However,most of our construction enterprises are not mature in human resource management and do not have a good recruitment mechanism for project managers,so they cannot absorb excellent project managers continuously.The competency model defines the necessary knowledge,ability and professional quality of an excellent project manager.Applying relevant theories of the competency model to the specific recruitment of construction enterprises and establishing a scientific recruitment mechanism based on the competency model can effectively solve the problems existing in the recruitment of enterprises.Improve the existing recruitment efficiency and reduce the cost of human resource management.This paper selects the project manager position of Z Company as the research object.Firstly,it introduces the topic selection background and research significance,and defines the research idea,content and method of this paper.Then,it combines the relevant knowledge of competency and recruitment,as well as the research status of competency model and personnel recruitment at home and abroad.Analyze the current situation,existing problems and causes of project manager recruitment in Company Z,and finally construct the project manager competency model of Company Z including nine competency characteristics by using behavioral event interview method based on the research sample of project manager of Company Z,and apply the established model to the project manager recruitment of Company Z.Based on the competency model,we optimize the recruitment process,select recruiters,write job descriptions,optimize the project manager selection process,screen resumes,optimize the written test,optimize the structured interview,and improve the recruitment effectiveness evaluation process.It tries to solve the problems existing in Z Company’s project manager recruitment,such as incomplete recruitment information,unscientific recruitment written test,lack of competency model guidance in interview evaluation,inaccurate judgment of project manager performance,and imperfect recruitment evaluation process.To sum up,this paper uses the competency model to conduct a thematic study on the recruitment of project managers in Company Z,hoping to theoretically enrich the theories related to the recruitment of project managers in Company Z,help Company Z optimize the recruitment process and related work of project managers in practice,and finally establish a sound recruitment mechanism for project managers in Company Z.So as to improve the performance of Z Company and promote the development of the construction industry.更多还原