Researching Scheme For Department Manager Recruitment Process Improving In CAYA Corporation

HR,the primary resource in an enterprise , it covers two core functions, to ensure the quantity of personnel and stuff of personnel , and be divided into 6 modern HR management modules. Above all, a quantity of personnel is the basic of HR. An enough amount of candidates is necessary, then, selection and cultivation of excellent manager to be continue. Department director is the backbone of enterprise,, their capacity to influence the team building and the business developing and the profit increasing obviously. The appointment and selection and cultivation of a new department manager should be careful and serious.CAYA is a high technology corporation, the main business is R & D and sales network of office software, the current manager has more than 20 people, plans to recruit 2009 people manager 10. Based on the traditional recruitment selection study only focused on whether candidates have the necessary knowledge, experience and skills, lack of future performance of the candidates and determine the forecasts. Competency-based model and the quality of the recruitment selection just made up for the shortcomings of traditional recruitment selection. Competency model has been gradually replacing the traditional job analysis, recruitment and screening of human resources, human resources development, career advancement and planning, performance management, remuneration management, play an important role.Every business would like to find and recruit to meet the corporate culture and values, ability to meet the quality requirements of jobs, but also corporate strategy for the future development of talent. But in reality, many enterprises into the improper recruitment of key positions in particular the configuration of the error arising from a series of setbacks: If people do not match the post led to low staff performance, team disharmony, and high staff turnover rate and so on, is more important is the selection of human resources with the remaining time, manpower, financial and material resources, such as the cost of waste.Lack of jobs and the quality of the analysis to assess the quality of human capacity, can not make one post to provide a scientific basis for matching, the outcome of the recruitment process take, and this is the company's recruitment system CAYA problems. Human resources management are taking place in the past to the present position based on the competencies to perform based on the quality of the changes, the world's leading human resources courses institutions are competent to carry out a special study of the quality of the model, the traditional human resources management is based on positions, However, with the development of HR management theory and found it difficult to position-based HR management for the various operating systems based on scientific theories, such as: in the terms and conditions of employment, we require a good team spirit and strong sense of responsibility, then how the definition of "good" and "strong" it? We do quality science to solve the above problems.CAYA for this article in order to study the traditional recruitment based on the existence of the selection process and more emphasis on qualifications in terms of qualifications, age, experience, knowledge, skills, values neglect, self-positioning, the driving force and personality characteristics which led to the key matching technology management positions is low, the high turnover rate of personnel issues, the quality of the model through the competence of research results, the introduction of the quality of job competency model method, the formation of suitable operational CAYA actual quality of the competency-based recruitment process for company personnel recruitment selection, to improve to match the degree of post and reduce staff turnover.According to enterprises in the development of the organizational structure of the actual situation and characteristics of the manager as an example, based on the well-known psychologist, Harvard University Professor David. McClelland (David McClelland) Dr. "American Psychologist" journal: "Testing for Competency Rather Than Intelligence" set forth in the quality of the analysis of the competence perspective, the use of "BEI Act" (Behavioral Event Interview, referred to as BEI). Performance of the company's existing staff and the general incompetence of the staff, divided into good and in general those two events through interviews with their behavior, respectively, with their special communication and observation, using the method of comparative analysis, best summed up and in general behavior and way of thinking and habits on the difference between the corporate sector to determine the CAYA quality model of competent managers.The model adopted in the selection, training, assessment of applications to enhance the manager's positions in all sectors with the appropriate post match, and reduce the turnover of managers to improve the performance of the job.Events through interviews and analysis of behavior, accurate identification of a competent (category) of the true position, the key factor for the quality manager jobs model to model based on the quality of HR management, human resources management for the various operating systems provide a scientific theory.Preliminary analysis of the recruitment of candidates positions on the quality of candidates for appointment requirements and standards, planning the structure of the subject of the interview design and implementation of steps to close the implementation of a structured interview for the selection of both ability and political integrity of the management of the company laid the foundation for the elite.By improving the recruitment program, so that the need for more clarity what kind of staff, hope the staff how things are done, what kind of employee contributions due. More clearly in the investment manager of this position should have what kind of quality, knowledge, skills, practical work, to look forward to the conduct of the staff clearly communicated to staff, manage staff further contribution to the formation of management of a closed cycle. Qualifications system to further improve and promote the human resources system construction, thus promoting the growth of the purpose of organization.