The Research Of The HH Company Recruitment Plan Based On Competency Perspective

In the increasingly competitive market environment, the ascension of corecompetitiveness becomes the key to corporate survival and development, the human resource acquisition and reserve is the key to enhance the corecompetitiveness, so, it is critical for the future development of theenterprise to recruit suitable talents. However, the traditional abilityrecruitment mode based on job analysis has been unable to meet therequirements of enterprise for personnel quality. A large number ofscholars through research and practice put forward to the concept ofcompetency, and applied the related theories and methods to recruitment, develop new staff recruitment patterns, namely competency recruitmentpatterns. the differences of competency recruitment and abilityrecruitment is in the process of recruiting talent assessment. it is not onlyto test the candidate’s knowledge and technical level, but also payattention to the candidate’s motivation, values, attitudes and some otherimplicit personality, in order to make a hiring decision, pursuing thebest results for the matching of ability and jobs.First of all, from a general discourse analysis of the current rapidlychanging enterprise survival environment and status quo of our countryenterprise to look for this article selected topic background andsignificance, then summarizes and discusses the related research statusat home and abroad. In the theory part, this paper introduces thecompetency theory and the theory of recruitment, including competencyconcept and identification methods, competency modeling process, thedefinition and role of recruitment, The content of the recruitment systemetc. When introduces competency model building process, the author on thebasis of reading and analysis to sort out a large number of literature, summarizes the competency modeling process into two classes: Independentmodeling and benchmarking modeling, expounds the method of Independentmodeling and possible problems. Then analyzed the competency how toapplied to the recruitment of staff recruitment, test and evaluation, aswell as the advantages of competency model used in personnel recruitment. The author through the depth interview, job analysis and the methods ofliterature review to collect a large amount of relevant theories andfirst-hand information about status quo of HH company recruitment, withan overview of the analysis of the HH company and recruitment managementon the basis of the status quo, based on the competency theory guidance,introduces the competency model to HH company recruitment work for thefirst time, and based on the structural behavior of competency modelinterview work to complete the selection, so as to build a recruitmentsystem based on competency model for HH company which conforming to itsactual development situation and strategic planning.This study focuses on that through to the introduction of the competencymodel to HH company recruitment system, striving to HH company’s hiringmore specialized, helping HH company to recruit talents who conforms tothe match of people-job-organization, reducing the turnover rate, improving the personnel’s duty rate, thus lays the solid foundation ofhuman capital for the realization of the strategic objectives of thecompany. The innovation point of this article is collecting a large numberof literature on the basis of competency modeling, forming their own view in the aspect of competency modeling process, summarizing the competencymodeling process as two kinds: independent modeling and benchmarkingmodeling; on the basis of comprehensive and systematic analysis of theHH company, combining the theory of related recruitment and literature, dividing the company’s existing recruitment system into four modules:recruitment plan, channel selection, quality assessment and performanceevaluation. Finally, the paper study concluded by the practice of enterprise case to verify the previous research results: the enterpriserecruitment system based on the theory of the competence is more effectivein terms of high performance staff selection than traditional recruitmentsystem, can help organizations achieve high performance and strategicobjectives more easily.