| In the current market,high-tech service industry is one of the most popular industries.The integration of high-tech and life services has provided a new development direction for both sides.Therefore,the rise of high-tech service industry is an inevitable trend.Combining high-tech with life services can provide value-added services beyond traditional industries for its customers,thereby improving customer experience,improving service efficiency,and enhancing customer welfare.This has important practical significance not only for China’s economic development and transformation,but also for the improvement of the quality of China’s service industry.With the development of high-tech service industry,the position of product manager in high-tech service industry is increasingly prominent.However,through investigation,it is found that the traditional human resource management model has not played its due role in this new model and industrial performance,and relevant theoretical research on recruitment issues in high-tech service industry is also very lacking,especially related research on product manager positions in high-tech service industry.This study is based on this realistic background to explore a competency model suitable for product managers in the current high-tech service industry.M Company is a multi-level service platform centered on "food" and integrating "food,housing,travel,shopping,and entertainment".Its service scope covers 2800 counties,districts,and cities in China.Currently,it has covered more than 200 services such as catering,takeout,fresh food retail,taxi,bike sharing,hotel tourism,movies,and leisure entertainment.At the same time,M Company is also facing the problem of rapid business expansion leading to a shortage of product managers.This article takes M Company as the research object,investigates the overall situation of M company and the actuality of product manager recruitment.Through questionnaire surveys and field surveys,it is found that there are three problems in the current product manager recruitment system of M Company,namely,insufficient accuracy in product manager recruitment,unclear requirements for product manager positions,and ineffective evaluation of product manager recruitment.Based on this,this article completes the construction of the product manager competency model of M Company through expert group discussion,behavioral event interview,and analytic hierarchy process.Before constructing the product manager competency model for M Company,this article first reviews the research progress at home and abroad,laying the theoretical foundation for this article.Then,through synthesizing previous research,we have a preliminary summary and understanding of the competency characteristics of product managers.Then,using behavioral event interviews,we conducted interviews with experts and relevant personnel in the company.Based on the interview results,we determined the competency characteristics of product managers in M company,built a competency model for product managers in M company,and also scored the importance of the constructed competency of product managers in M company based on expert group discussions,Then,the analytic hierarchy process is used to calculate the weight of each competency feature,which makes the constructed competency model have practical application value.Then,the product manager competency model is constructed to optimize the recruitment process,recruitment standards,and recruitment effectiveness evaluation of M company’s product managers.I hope that the research in this article can improve the recruitment accuracy of product managers in M Company slightly,and also hope to provide reference value for the recruitment of product managers in other companies. |
