Research On G Company Recruitment Management Based On Competency Model

Oceans of domestic companies related to home appliances and intelligent systems continue to emerge after several rounds of scientific and technological revolution.Home intelligence will become a generation trend,and consumers’ demand for intelligent household appliances is increasing.Ordinary small household appliances have been unable to follow the development of the times.The technological innovation of smart home appliances based on AI+5G+Io T technology can bring more added value to home appliances.G Company,founded in 2014,is a small and medium-sized household appliance company,focusing on R & D,design,manufacturing and sales of small household appliances,daily appliances and smart appliances,with profound technology and experience in traditional household appliances,but lack of scientific and technological innovation competence.The intelligent transformation of the home appliance industry is a major trend of enterprises.Under the pressure of competition,we should seize the period of advantaged policy and capital opportunities,have keen insight into consumer demand,seek the innovative development of the company and devote ourselves to the research and development of more advanced intelligent Internet small household appliances.Taking G Company as an example,this paper studies the existing problems of G Company and finds out the solutions by means of literature analysis,behavioral event interview,investigation and interview,questionnaire and other methods,and studies the basic theory of competency model.First of all,with reference to the relevant theories and research methods summarized by domestic and foreign experts and scholars on recruitment management,on-the-spot research on G Company is conducted to understand its organizational structure and personnel status quo,as well as the basic situation of recruitment management,such as organization setup,recruitment channels and recruitment process.Then,for the employees with excellent performance and mediocre performance,the behavioral event interview method is used to analyze the trait differences of these employees,so as to find out what the competency index is needed between the positions in G company.Next,we fully communicate with employees in key positions,human resources managers,senior managers and external experts,and ask them for their views on the current situation of recruitment management in G Company to have a more in-depth understanding of the current situation of recruitment management in that company.According to the questions of the study,a questionnaire is designed and distributed to the candidates,new employees and employees in key positions of the company;according to the survey results of the questionnaire,we analyze the survey data and the competency model of G Company,build a new competency model,re-plan the new recruitment management system,establish a scientific and effective competency recruitment process,and provide effective measures to ensure the smooth implementation of the process.The problems that G Company has encountered have common significance for home appliance companies,so the research on the problems existing in recruitment management of G Company can provide reference for other enterprises and have significant reference value,which will produce economic benefits for this industry and drive social and economic development.