Study On Selection Effectiveness Of R&D Employees In SP Company

Personnel assessment and selection has big significance on HR activities such as recruitment, management, training and performance forecast of employees. Personnel assessment and selection activity in recruitment means measuring, appraising and judging on the qualifications and competencies of candidates in a systematical and impersonal way by using the theories and methods of psychology, management and talents subjects synthetically, and making hiring decisions.Being a R&D center during high-speed expansion period, mass recruitment tasks become the most important issue for SP company nowadays. Reviewing the effectiveness of recruitment and selection is very useful. It will help the company to improve effectiveness and make right hiring decisions, decrease many economic costs due to wrong hiring decisions, and improve the rate of investment reward and make valuable references to forecast the working performances of new employees. Therefore, to access SP company's selection effectiveness, the thesis introduced some theoretical assessment indexes including validity and reliability.The thesis took the first batch of hired employees (45 R&D engineers) since SP company's establishment as the sample data to do analysis on the selection effectiveness of different dimensions such as"basic theory knowledge","practical working skill","English communication ability"and"other comprehensive ability".With the help of SPSS, the thesis got the predictive validity between the assessment scores and their scores of working performance, as well as inter-rater reliability among different interviewers. In the meantime, the thesis established the regression model between"other comprehensive ability"and future working performance by stepwise regression of SPSS, which can be used to forecast candidates'future performance through assessment scores and an important reference for interviewers'hiring decisions. And the coefficient still needs to be improved.In order to find the correlations on different positions or levels further, considering limited data (only 45 R&D employees), the thesis introduced the conception of consistency ratio for calculation. From the calculation result, the thesis discovered that there are different correlations among different dimensions and positions. The above calculation results indicated that the selection dimension of"other comprehensive ability"had highest correlation with working performance, which played an important role to predict candidates'future performance but still need to be improved further. It confirms the viewpoint that when selecting R&D employees, apart from accessing candidates'knowledge and techniques, it is quite important to pay more attention to"other comprehensive ability".Based on the analysis result, the thesis put forward to making sub-dimensions of"other comprehensive ability"further including teamwork spirit, study ability, achievement orientation, adaptation ability, thinking ability and initiative through the methods of job analysis, candidates visit and international R&D employees'ability model reference.With the updated sub-dimensions, the thesis adjusted current recruitment and selection process of SP company and focused on the assessment and selection on this dimension. In the same time, it is quite important to decide the weight of each dimension and hiring score line, and make final score calculation for different positions with different weights when making hiring decisions.The recruitment and selection process is a dynamic process, which needs to be checked and adjusted regularly. With its continuous improvement and higher selection effectiveness of R&D employees, SP company could recruit more and more excellent talents to enhance its core competition power.