Study On Recruitment Management Of Junior Staff In YG Property Management Company Based On Competency Model

YG property management company was established in 2001.With the strategic expansion of YG group and 18 years rapid development,it has developed from a regional property management company into a group company with 24 branches in China,and the number of employees has also expanded from several hundred to several thousand.According to the characteristics of human resources composition in the property industry,80%of the huge employee is the junior staff engaged in basic services.The basic staff are mainly composed of two posts,Security position and customer service position.In recent years,with the expansion of scale,the recruitment demand gap of junior employees is becoming larger and larger,and the problems existing in the recruitment management of junior employees are also increasingly prominent.Based on the relevant data of YG Property Company's recruitment management,with the theoretical research and practical research to conduct in-depth investigation and analysis on the problems existing in the recruitment management of grass-roots employees of YG Property Company and the reasons for their formation.On the basis of studying relevant documents and theories,the competency model is established for the two major grass-roots posts of YG Property Company,namely,order maintenance posts and customer service posts,by using the methods of questionnaire,expert evaluation,frequency selection and logical deduction.The core competency model of the two major grass-roots posts is taken as the guidance,and improvement measures are proposed for the recruitment and management of grass-roots employees of YG Property Company following the principles of truth-seeking,win-win cooperation and priority of effectiveness.On the basis of in-depth demonstration and analysis of the necessity and feasibility of improvement,this paper puts forward six improvement directions for YG Property Company's grass-roots job recruitment management:First,make scientific prediction of personnel demand by using linear programming method;The second is to broaden the recruitment channels based on the post competency model;The third is to optimize the interview process,fully delegate power and improve the interview efficiency.The fourth is to flexibly use interview evaluation technology based on competency model perspective.The fifth is to reconstruct the evaluation system of recruitment effect and strengthen the balance of responsibilities.Finally,the company will increase publicity and promotion,establish an excellent employer image,and highlight the value of brand signals.Through the improvement of the above six aspects,to promote the benign development of YG Property Company's grass-roots staff recruitment management.