The Research On Recruitment In Large And Medium-sized Enterprises Based On The Principle Of Competence-Post Matching

The more and more competitive market environment enables enterprises to recognize that human resource is the first resource value. Compared with foreign-advanced firms, the firms’comprehensive competitiveness in our country is not strong. Management idea is obsolete, and lacking of creativity. The key reason is that talent management’s step doesn’t keep up with enterprise development step. In the aspect of human resources, there are many troubles in our country’s companies. For example, talent utilization rate is low, wastage rate is higher, hire difficult and difficult employment’s structural contradiction, recruitment efficiency is low and so on. This series of problems state that our country enterprise human resources work have a long way to go. Because small businesses is limited by the scale and the professional level of management, achieving competence-post matching in small enterprises’recruitment can’t be implemented. Therefore, this paper researches competence-post matching recruitment for large and medium-sized enterprises. It takes the scientific position analysis and human resources planning as the basis of recruitment, from the static principle of competence-post matching to refine the high performance staff’s ability quality, optimize enterprise recruitment process, and these are for enterprise’s strategic development to reserve talented person and human resource management to provide basic platform.The solutions to management are summarized based on analyzing the situation and problems of recruitment for large and medium-sized enterprises and analyzing the cause of the problems of recruitment. According to the type of position and level, selection standard model is established by making reference to the viewpoint of experts and the achievement of research, which is based on the principle of competence-post matching’s staff ability quality selection model. The model points five modules of knowledge, skills, professional quality, characteristics and experience. Through the design of specific indicators of evaluation, the analytic hierarchy process (AHP) and fuzzy comprehensive evaluation method are used to scientifically evaluate the quality and behavior of job seeker.The indicator of evaluation makes job seeker matching with the qualified level of the job’s requirement, the requirement of salary, and the culture of enterprise. It can fully realize the staff’s personal value and improve the satisfaction of staff. At the same time, combining with plan of enterprise human resource to release the recruitment information, the entire process of recruitment is carried out based on the standard selection model, completing the preparative work of recruitment and importing the methods of scientific recruitment. It reduces the influence on subjective factors of enterprise recruitment and makes the work of recruitment objective, impartial and high-performance.