Research On Optimization Of Talent Recruitment For Key Positions In Company G

In the era of knowledge economy,enterprises pay more and more attention to brainpower,brainpower become one of the important resources related to the survival and development of enterprises.All in all,the competition in the modern market is reflected in the competition of human resources.What kind of employees an enterprise has,to a certain extent,determines what kind of performance an enterprise can have.Recruitment,as an important part of human resource management,is the basic way for enterprises to supplement human resources.Recruitment will directly affect the level and potential of human resources,thus affecting the development of enterprises.Manufacturing industry is the foundation of real economy.With the concept of "intelligent manufacturing" proposed and popularized,industrial automation has become a hot market.Non-standard automation industry is one of the branches of industrial automation,the non-standard automation equipment is a kind of customized.“Product Design” is the core of the non-standard automation industry,so the position of engineer has the responsibility of product design and development,and it is the key position that directly affects the operation and development of the enterprise.However,due to the limitation of enterprise scale and resources,many non-standard automation enterprises haven’t built a scientific mode when recruit engineers.As a non-standard enterprise in Shanghai,G company has many problems in the recruitment of engineer,such as too extensive process and lack of appropriate norms and standards,which leads to the lack of ability of new employees and frequent changes of post personnel.In the stage of rapid development of the industry and fierce market competition,the long-term inability to recruit the right engineers hinders the business operation of G company.Competency theory is widely used in human resource management in recent years.By building competency model,we can not only analyze the knowledge,skill,but also focus on the deep-seated characteristics including motives,Traits,Self-Concept,needed by competent personnel.Therefore,enterprises rely on the position competency model to guide the recruitment and selection of talents,which can ensure that the employed personnel meet the needs of the post as much as possible.In this study,engineers in non-standard automation industry are taken as the research object.By building the competency model of engineer position,we can help G company optimize the problems in the recruitment.In the process of research,first of all,do literature analysis to combing the relevant competency model research results,and extract the reference competency element items;then use crawler software to collect 10721 recruitment advertisements of engineers in the industry from the Internet recruitment website,use jieba for text analysis,sort out the competency elements contained in the position recruitment information,to collect the competency required from the employer’s,and invite industry experts to screen,supplement and modify the alternative elements.After that a dictionary of the competency elements of non-standard automation industry engineers composed of 28 elements is constructed.On this basis,the questionnaire survey is carried out to the engineers in the industry,and use SPSS22.0 to make exploratory factor analysis of questionnaire results,to extract common factors,and finally the competency model of engineers in non-standard automation industry is obtained.The model is composed of 4 dimensions and 21 competency elements,explaining 62.334% of the total variance.The four models are: Task Achievement(including 8 competency elements of Practical Ability,Comprehension Ability,Independent Work Ability,Team Leadership,Decision-making Ability,Innovation Ability,Achievement Orientation and Team Cooperation Ability);Professional Thinking and Accomplishment(including 6 competency elements of Adaptability,Communication and Expression Ability,Responsibility,Initiative,Cultivating Others and Logical Thinking);Management and Development(including 5 competency elements of Organization and Coordination Ability,Self-learning and Improvement,Information Collection Ability,Market and Industry Sensitivity and Plan Management Ability);Auxiliary skills(including 2 competency elements of Foreign language Ability and Interpersonal Relationship).After building the competency model of industry engineers,embarking from the actual problem of G company,firstly,AHP and Fuzzy Comprehensive Evaluation Method are used to establish the quantitative indicators that conform to the individual characteristics of G company,so that the model can be better used in specific recruitment activities.On this basis,it aims at the main problems existing in the recruitment of G company and puts forward the specific optimization plan from three aspects: developing the employment standard,standardizing the interview process and testing standard,and evaluating the interview.It provides a reference for the application of competency model in non-standard automation enterprises.