| Under the macro environment of mixed state-owned enterprises reform and cultural administrative system reform, the government of Beijing established State-owned Cultural Assets Supervision and Administration Office (SCASA) in 2012 and authorized SCASA to perform the responsibilities of investor, planning and promoting the development of the second pillar industries of Beijing, that is Beijing Cultural and Creative Industries(CCI). Through it, Beijing will further its stable status as the national center of culture. SCASA has started exploring State-owned For-profit Cultural Assets(SFCA) form of equity investment in 2014. Thus, it is necessary to complete supervision system of SFCA. In order to supervise the operation of state-owned cultural assets and to increase the value of state-owned property, electing suitable people to be state-owned equity represents has been one of the most important process of supervision system of SFCA and a serious question faced by SCASA.This paper is just based on the Beijing SCASA’s reality needs of trying to selecting people as SERs by building a selection system in order to provide the theory and practice guidance for practice work of SCASA. Firstly, study the present situations and problems of SERs’selection system, thus making clear the key points in the design of selection system. Then on this basis, design the selection system of Beijing SERs from the view of competency model by using comparative research method. on the one hand, relying on the theories in human resource management related to every step in the design of SERs’selection system. On the other hand, taking State-owned assets supervision and administration commission of the state council and Dalian province as the blue-chip practice, that is, learning from their excellent experience of selection practice. The selection system of Beijing SERs is as follows:Take the competency indicator system of Beijing SERs which made of 3 dimensions,6 second class indicators and 16 third class indicators, as selection standard. Then, combine the selection of channels and appointing reasonably. And next, choose personal assessment methods which match the competency of Beijing SERs. Finally, discriminate and employ suitable SERs from candidates. |
