Design Of A Recruiting System For Middle Level Management Of QGPEC

There are six modules in modern human resource management, i.e. human resource planning, recruitment and assignment, training and development, performance evaluation, payment and welfare management, and contractual relations. And recruitment and assignment, as defining factors for the number, the quality, and the structure for the human resources of a company, are the fundamental basis for human resource management, as well as the critical elements for achieving the targeted performance and objectives of an organization. The success of a business is largely determined by the quality and the capability of the leadership. The middle level management of a company, as key assistants to the senior management, connects the top management to the operative levels, and coordinates among functioning blocks. Their performance has very big impacts to the running of a business. Therefore, recruitment of the middle level leadership of a company is very important.QGPEC is a petroleum refining oriented petrochemical company, mainly producing gasoline, diesel, as well as petrochemicals. With the development of the industry, the capacity of business having been expanded and the company is facing more and more competitive environment, the issues in recruiting middle level managers emerge as hot topic. It's necessary to design a more scientific recruiting system, to improve the current recruitment mechanism of the company, keeping the core competitive power and ensure the development of it.The essay, based on the fundamental theories of human resource management, analyzes the flaws and their causes in current QGPEC's middle level manager selection. And designs a new recruiting system thereupon, using related recruiting theories and methodologies.The essay consists of four chapters. Chapter 1 briefly introduces QGPEC, which the essay researches. Chapter 2 analyzes the drawbacks of the current recruiting mechanism of the company, utilizing recruiting theories, and sets up basis for a more scientific recruiting system design. Chapter 3 designs a workable recruiting system for the company, supported by the human resource management and recruiting theories. The system is composed of 4 parts, sourcing, selecting, hiring, and performance evaluation. Chapter 4 evaluates the designed system.In'The Middle Level Leadership Recruiting System Design', the key part of the essay, it is described, in details, the personnel recruiting, selection, hiring, and evaluation in 4 sections respectively.To regularize the recruiting procedures, the System begins with Recruiting Process Design, enabling a normalized personnel recruiting mechanism. The key to the success of personnel recruiting lies in the scientific analysis for job positions. It is essential to define the responsibilities of a job, understanding the scope, requirements on knowledge, experiences, and skills, so that the qualification for a position can be clearly defined with necessary information. The essay introduces the function, purpose, and the content of position analysis.The essay elaborates the decision making on number of recruited personnel, benchmarking, strategy, and recruiting method.To reach the objective and fulfill the mission of an organization, and match the personnel and the positions, the system is designed with Competence Character Model, using structuralized interviewing for personnel selection. Competence Character was first introduced by David MaClelland, an American scholar, who thought that Competence Character is the distinctive nature that distinguishes outstanding employees from commonplace ones. The traditional personnel selection focused on the easy-to-improve knowledge and skills, instead of the hard-to-measure motivation and characters. The Competence Character based structuralized interview attaches high importance to evaluating the characters and the potentials, improving the objectivity and fairness in interview.The essay, using'event discussions'and'two-pole sampling'methods, based on the discussions with 30 middle level managers, which are divided into two groups, namely, excellent performance group and'mediocre'performance group, and the discussions being summarized and coded, comes up with a Competence Character Model for QGPEC', covering knowledge, capability, personal nature, potentials, etc.In a personnel selection case, the essay uses structuralized interview, which comprehensively covers the arrangements and design of contents and elements, methods and means, as well as standards.Structuralized interview makes sure the relevance of the topics in interviews, avoiding the irrelevant discussions, so as to keep the efficiency and effect of the interviews. In the actual structuralized interview, with the position of Production Manager being targeted position, the essay quantitatively evaluates the candidates, selects the winner based on the interview, combined with the opinions of other evaluating experts.In the ending, the essay evaluates the recruiting case, including its process, results, cost effectiveness, convincibility, as well as its efficiency. It also summarizes, with a form, a poll for the popularity of the recruited personnel.The recruiting system is designed based on the actual situation of the company, considering the successful examples of other companies. It intensively studies the selection in recruiting, and establishes a practically operable recruiting process for QGPEC, which can be used for employee selection of the company.