Research On Recruitment Of The Department Manager Based On The Competency Model

For the department managers’ quality in enterprises directly affects thecompetitiveness of the enterprises, recruitment is the first step of human resourcemanagement, and the traditional recruitment, which based on the post, has exposed somedisadvantages. Therefore, it is necessary to introduce competencies model for thedepartment managers’ recruitment. As the backbone of the national economy, theequipment manufacturing industry’s development embodies the national comprehensivecompetitiveness. Liaoning, as the old industrial, has a complete range of equipmentmanufacturing industry enterprises. This paper with the large equipment manufacturingindustry enterprises in Liaoning as an example, explores the department managers’recruitment which based on the model, hoping to improve person-post matching andsupport the enterprise strategic targets’ realization.Firstly, this paper introduces the model of the competence characteristics, equipmentmanufacturing and other related concepts and theories, expounds the advantages of therecruitment based on competence characteristics model; Secondly, through the way such asinterviews, access to relevant data to understand the status of the large equipmentmanufacturing industry enterprises in Liaoning, meanwhile, analyze the existing problemsin these enterprises and divide the department into technical management, functionalmanagement and market management. There are four problems: understanding ofrecruitment is not deep, the single evaluation method, examination content is not scientificand fuzzy evaluation standards. Thirdly, use the method, such as, documentary method,export opinion, questionnaire method and factor analysis method, to build thecompetencies model with the aid of SPSS19.0; Lastly, discuss the department managers’recruitment from four aspects, the job analysis, recruitment information release, selectionand evaluation. In terms of job analysis, using Analytic Hierarchy Process (AHP) todetermine the weight of each index; In terms of recruitment information release, describingfrom the choice of recruitment channels, information release strategy and the design ofapplication form; In terms of selection, giving the corresponding competence characteristics of screening technology and evaluation standard; In terms of evaluation,evaluating the quality of the personnel employed from the dimension of behavior andresult.