The Design Of Recruitment System Based On Competency Model For M Company Marketing Manager

As the world trend of economic integration, the increasing competitiveness of enterprises, more corporate managers recognize that talent is the most valuable assets. However, in the recruitment process, why many companies fail for recruitment? Why people feel good at work when interview people, but can not obtain the effect of excellent -performance? The main reason lies in the selection criteria. In the staff interviews, enterprise was too focused on knowledge and skills of candidates, while ignoring their internal elements.Recruitment is not only the first clearance of human resources management, but also is strategically significant of business survival and development. Recruitment is the channels help enterprises getting qualified people. Recruitment is the need in order to survive and development. Recruitment use certain methods to absorb or to find job-seekers who have the qualifications and conditions to do some work, selecting suitable personnel to be employed. Recruitment is an important means of getting human capital. If business want to survive and sustainable development, it is necessary to maximize competition for the limited high-quality personnel to ensure success in the fierce market competition.Competency model is a new tool and method of human resources management. Recruitment will be used, you can make up for the inadequacy of the traditional recruitment system. Competency-based recruitment and selection can help enterprises to find the staff who have the core motivation and characteristics ,avoiding the adverse effects by the mistakes of the staff selection. As a new concept of human resources management, competent are each excellent -performance trait , which can be measured objectively in the quality of the field, a specific work environment and culture organizations. McClelland think that the elements of competence are those directly relating to work or the performance of work---knowledge, skills, abilities, characteristics or motivation and so on, to better predict the performance of practical work. McClelland put forward the tip of the model, describing The person's competence image to be a tip .Competence is divided into five levels, from top to bottom depth was different from that perceived ease of mining and varying degrees, the deeper down less easily mining and perception. Water part of include the knowledge and skills. Underwater include social roles, self-awareness, qualities, motives.In the research and application of competence quality, the concept of competence quality is showed by competence model, competence model is the primary means of identification of competence quality. The so-called of competence model is defined as a combination of a number of different competence quality, to reach the completion of a work or a certain performance targets , including the different performance of motives, personality and quality requirements, self-image and social role characteristics, as well as the knowledge, skills level . And these acts and skills must can be measurable, observable, can be guided and having a critical impact of the staff's personal performance and success of enterprisesWith the modern economic development and scientific and technological progress and rapid development, Personnel assessment is a new technology, which use the knowledge of psychology, psychometrics, management and computer technology, through a series of means objective measurement to people. Personnel assessment can do the scientific quality of a comprehensive evaluation to human knowledge, skills, personality characteristics, career orientation and potential development , providing important reference for the enterprise selection and placement, individual choice of occupation.Modern personnel assessment pay attention the impact of The overall quality of staff to work performance .When enterprises to recruit important workers,the quality of staff assessment should be carried out. So far, the methods of assessment frequently use: written tests, interviews, psychological tests, assessment center, observation assessment, the experts observe the evaluation and assessment of the masses to observe recommended form, application form, curriculum vitae and file analysis, background investigations, handwriting analysis, performance evaluation, quantitative assessment, evaluation of system simulation and artificial intelligence expert system for evaluation and so on. Of these, interviews, psychological tests, evaluating the quality of personnel are three main methods of evaluation.Positions in marketing is the most direct position in the market competition , which is an important part to achieve of enterprise value. With the increasingly fierce market competition and the level of business promotions, the quality of marketing manager should be higher. Marketing Manager competency model not only related to the marketing staff awareness of the quality of jobs and career development of identity, but also on all aspects of corporate marketing management.Applying some general competency model and testing tools, the author presents the methods of competency model building ,with market manager as example .Through the analysis of marketing manager job responsibilities and requirements of M Corporation, combining main market leaders and senior marketing manager, human resources staff views, we form "M Corporation competent quality of the market manager Scale Table" After analysis of the questionnaire, we can see that the higher competence quality of M Corporation marketing manager are : influence, success , strategic management, team management, interpersonal insight, self-management skills, self-awareness, a comprehensive analysis. adjusting the competency quality of M Corporation marketing manager , We puts forward the recruitment and Selection system of market managers based on competency model and form the actionable recruitment testing system for enterprises recruitment.The present paper studies how does the content select the system based on the quality pattern lay out M Corporation's employment advertise. Such one kind will select the system based on the quality model's employment advertise to be able to optimize the M Corporation's internal employment advertise and the exterior employment advertise.