Research On The Application Of Competency Model In G Company's R&D Personnel Recruitment

In the era of new economy tide has swept the entire world, the source of core competitiveness of enterprises still are those who have knowledge and can be used to create high-quality staff, good at recruitment and obtain the real potential of high-quality personnel to make better development of enterprises, human resources and its role in the knowledge economy, human decision resource management and development in the modern organization management, recruitment is an important channel to obtain outstanding talent, got the attention of enterprise managers.There are many ways of working and job categories in the society, everyone engaged in different jobs, different work for different people to complete. And different people all have their own good, each individual performance out of the spirit of collaboration and organizational skills, positive appeal, organizational insight, core staff evaluation is a scientific assessment of the specific job occupation competency, on the basis of reasonable allocation and training development to person job matching, and implementation to improve the level of employee performance so as to enhance the overall performance of the organization. How to efficiently identify those able to perform a particular task, for a specific technical performance requirements, is crucial for some independent research and development of high-tech enterprises.G Company is the autonomous navigation of vehicle handling, a professional production of accessories and non-sta;idard equipment production company, for the electronics industry, power industry, automation industry, pharmaceutical logistics and e-commerce enterprises to provide users with equipment operation, path planning, site design, system development and integration of logistics automation scheduling scheme. In the process of operation from the company spent a lot of money, manpower, through a variety of channels for the introduction of R & D personnel recruitment, but the results are not always satisfactory, after thorough investigation and analysis, find out the root cause of the current hiring:enterprises attach great importance to the explicit evaluation of personnel characteristics, such as knowledge and skills, but also very concerned the key is whether education level and college graduate, and as a basis for the development of pay, paid no attention to the recessive character measurement engineer, such as motivation and characteristics. So a lot of recruitment to R & D personnel is not the key to produce high performance competence, often hidden characteristics is difficult to get promoted through simple training, have the necessary skills and development of many dominant cannot be fully competent for the job. So this paper uses the theory of competency, according to the characteristics of R & D personnel in G company, established G company's R & D personnel competency model, and then through interviews, in-depth understanding of the original G company recruitment system, recruitment management G R & D personnel, there are six major problems:(1) the lack of standardized recruitment management process (2) the lack of full understanding and analysis, in-depth to established posts; (3) the employment decision based on the technical ability and experience, and not based on competency; (4) failed to carry out the proper training of the panel; (5) the effect of non rationalemotional factors in the recruitment process; (6) failed to effectively carry out or the use of background checks and so on. Then, the construction of R & D personnel competency model is applied to the G company's R & D personnel recruitment to optimize the G company's recruitment, the specific measures are as follows:(1) establish a standardized recruitment management process; (2) to recruit job requirements to conduct a comprehensive in-depth analysis; (3) the employment decision established competency items required in position; (4) the cost factors and operational behavior interview; (5) to evaluate candidates using scientific tools to reduce the impact of non rational emotional factors; (6) competence effectively based on background checks. G company recruitment reform based on competency theory, can provide solutions for enterprise optimization path and face many similar problems of reference, is of great significance to promote the development of enterprises.