| With the sustainable and healthy development of China’s economy and the continuous improvement of people’s pursuit of quality of life,the demand of manufacturing and commercial circulation industry is constantly released.The demand for storage in China is also increasing.Coupled with the innovation of new technologies such as artificial intelligence and the Internet of Things,intelligent storage has become a trend,and traditional storage is gradually being replaced by intelligent storage.Installation and delivery of intelligent warehousing project,as the implementation link of the delivery of intelligent warehousing system,is also the most important link before the formal operation of the system.The ability and quality of the project manager directly determines whether the quality of the project is in line with the standard and whether the project can be delivered and accepted as scheduled.Therefore,project management talents have become an important resource for enterprises in the intelligent warehousing industry to compete.In this context,how to establish a scientific talent standard for project managers,how to choose the selection method,and how to recruit excellent project managers in line with the corporate culture,has become an important task for many enterprises in the intelligent warehousing industry.BS Company,which has been established for 30 years and focuses on intelligent warehousing automation system,has a leading position in the intelligent warehousing industry and has higher demands and requirements for outstanding talents,especially project management talents.However,at present,BS Company is faced with many problems in the recruitment of project managers:first,the recruitment rate is low,failing to supplement enough project management talents with the development of the business;Secondly,the quality of recruitment is not stable,and the work performance of some employees after entry is not as expected;Third,the evaluation form is single,failed to fully examine the applicant.At the same time,there are also problems such as low satisfaction with the recruitment process and lack of professional degree of the interviewer.Based on the analysis of the current situation of project manager management and recruitment in BS Company,the above problems are mainly caused by the following aspects:first,the lack of detailed and clear selection criteria;second,the single selection method;third,the lack of standardized recruitment process;fourth,the lack of interviewer capacity building.This paper holds that by establishing a competency model for project managers,determining unified and clear employment standards,optimizing the recruitment process and selection process,problems existing in the recruitment of project managers can be effectively solved,and a basis can be provided for BS company to import high-quality project management talents in line with the company’s culture and actual needs.In the process of building the project manager competency model,this paper adopts the method of strategic deduction and behavioral event interview to refine 21 competency indicators.Through questionnaire survey and expert evaluation,the extracted competency indicators are finally formed after adjustment,which covers 20 competency indicators in three dimensions:"core competency","general competency" and "professional competency".Finally,based on the constructed competency model,this paper optimizes the recruitment of project managers from three aspects,including the recruitment process,job description and selection,and establishes the assessment of the recruitment effect on the recruitment process and recruitment quality.The research,construction and application of the project manager competency model of BS Company are helpful to provide standardized requirements for the recruitment of excellent project management talents,to ensure the construction of project management talent echelon,and to improve the level of human resources management of BS company. |
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