Construction And Application Of Competency Model For Headhunting Consultant Of QX Company

With the development of the socialist market economy,all enterprises are competing to attract and compete for outstanding talents.Headhunting company,as one of the important channels to provide excellent talents for enterprises,has developed rapidly accordingly.In addition to material and financial support,headhunting companies have to rely on a more valuable resource,headhunting consultants who make most of the profits for headhunting companies.Headhunting consultants have become the core competitiveness of all headhunting companies.However,the headhunting industry starts late in China,and the quality of headhunting consultants is varied.In view of this phenomenon,this article selects QX company as the research object,attempts to set up a competency model of the headhunting consultants for the company,and applies this conclusion to recruitment,training,salary management,performance management and other human resource management modules.First of all,it analyzes the current situation and existing problems of the competency of headhunting consultants,and then analyzes the reasons for this problem.At last,it puts forward the necessity of establishing the competency model for headhunting consultants.When establishing the compentency model for the headhunting consultants,the first step of this paper is to refine the competency characteristics of the outstanding headhunting consultants of the QX company.First,it summarizes the research results of headhunting consultants' competency based on the existing literature,and draws the generalized characteristics of headhunting consultants' competency.Secondly,it analyzes the job responsibilities of headhunting consultants to get the competency characteristics of headhunting consultants.Finally,it conducts behavioral event interviews with high performance headhunting consultants and general performance headhunting consultants,and conduct behavioral coding and frequency statistics on the results of behavioral event interviews,and identify the competency characteristics of headhunting consultants.Combining the above 3 channels,the preliminary competency characteristics of headhunting consultants are obtained.Next,it makes a questionnaire survey to all the headhunting consultants of QX company about headhunting consultants' competency characteristics.For all the effective questionnaire,SPSS20.0 software is used for correlation analysis,reliability analysis and validity factor analysis.Finally,it refines the competency characteristics for headhunting consultants.The second step is to define and classify the characteristics of the refined competence characteristics.Lastly,the analytic hierarchy process is used to calculate the weight of each competency characteristic.The comprehensive competency model is composed of the characteristics of competency,the definition of each competence element,the classification of behavior and the weight of each competency element.At the end of this paper,a brief application summary of competency model is established.Competency model can be directly applied to recruitment,training,basic salary management,which can be indirectly affect the performance management and performance-salary management.The purpose of this study is to build a competency model for headhunting consultant of QX company,to improve the problems of headhunting consultants' management,standardize the work behavior of headhunting consultants.The competence model can provides a direction for headhunting consultants to improve themselves,and achieve better performance.At the same time,it also provides theoretical basis for the improvement of human resources management module,so that the company's system will be more optimized and perfected,and the company will continue to achieve sustainable competitiveness.