人格测评在T公司人员招聘中的应用研究
发布时间：2018-11-19 10:46
【摘要】：近些年来，针对企业的招聘环节，许多专家学者在理论上从人力资源管理学、教育学、心理学等学科进行了深入研究和探讨，在人才评估上出现了各种各样的方式，比如在人才评估上有专项能力、胜任力评估等方式。本文试图应用心理学在人才评估中采用人格测评以确定应聘者的人格倾向，以使岗位和人尽可能的匹配。 相关理论包括从人格精神分析取向、人格的行为主义取向和人格的人-情景交互作用取向三方面来进行研究的人格特质理论、管理风格的相关理论、人-职匹配理论和人才测评理论。 利用相应的人格特质测评量表、管理风格测评量表和岗位匹配性测评量表，更改T公司目前的招聘流程，在人才招聘中引入人格特质测评。 本文根据T公司的实际情况，分析现有的招聘体系及其存在的问题，然后根据不同岗位的工作职责，确定各个岗位的职责要求，对T公司目前的岗位进行重新分析，确定各个岗位的人格倾向要求。将岗位分成经理、主管、工程师、班长、技术员等几大类，不同岗位应用不同的测评。对管理层员工需要考查其管理风格，另外对部分岗位需要进行岗位匹配性评估。 最后针对实际应用情况，，探讨人格测评的前景以及存在的问题，希望在整合人格测评的时候，同时考虑应聘者性别差异、年龄差异、地域差异对测评所带来的影响。
[Abstract]:In recent years, many experts and scholars have conducted in-depth research and discussion on human resources management, pedagogy, psychology and other subjects in view of the recruitment links of enterprises. For example, there are special ability, competency evaluation and so on. This paper attempts to apply psychology in talent assessment to determine the personality tendency of the candidate, so as to make the position and person match as much as possible. The relevant theories include personality trait theory, management style theory, personality psychoanalysis orientation, personality behaviorism orientation and personality human-situation interaction orientation. Human-job matching theory and talent evaluation theory. By using the corresponding personality trait scale, management style scale and post matching scale, the current recruitment process of T company is changed, and personality trait assessment is introduced into talent recruitment. According to the actual situation of T Company, this paper analyzes the existing recruitment system and its existing problems, then according to the job responsibilities of different positions, determines the responsibilities of each position, and reanalyzes the current positions of T Company. Determine personality orientation requirements for each position. Divide the position into manager, supervisor, engineer, monitor, technician and so on. Check the management style of the management staff, and evaluate the matching of some positions. Finally, in view of the actual application, the author discusses the prospect and problems of personality evaluation, and hopes to consider the gender difference, age difference and geographical difference in the process of integrating personality evaluation.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.4
本文编号：2342067
[Abstract]:In recent years, many experts and scholars have conducted in-depth research and discussion on human resources management, pedagogy, psychology and other subjects in view of the recruitment links of enterprises. For example, there are special ability, competency evaluation and so on. This paper attempts to apply psychology in talent assessment to determine the personality tendency of the candidate, so as to make the position and person match as much as possible. The relevant theories include personality trait theory, management style theory, personality psychoanalysis orientation, personality behaviorism orientation and personality human-situation interaction orientation. Human-job matching theory and talent evaluation theory. By using the corresponding personality trait scale, management style scale and post matching scale, the current recruitment process of T company is changed, and personality trait assessment is introduced into talent recruitment. According to the actual situation of T Company, this paper analyzes the existing recruitment system and its existing problems, then according to the job responsibilities of different positions, determines the responsibilities of each position, and reanalyzes the current positions of T Company. Determine personality orientation requirements for each position. Divide the position into manager, supervisor, engineer, monitor, technician and so on. Check the management style of the management staff, and evaluate the matching of some positions. Finally, in view of the actual application, the author discusses the prospect and problems of personality evaluation, and hopes to consider the gender difference, age difference and geographical difference in the process of integrating personality evaluation.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.4
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