摘 要胜任力模型是 20 世纪 70 年在美国“出生”，作为一个新的知识领域及内容，其科学系统的理论，使之在人力资源管理方面得到了极大的应用。经过几十年的发展，相关领域的学者及工作人员也对其进行了更加深入的研究，并应用于不同行业、领域。但是，我国对于人力资源企业中猎头顾问的探索仍还不够成熟，相关实践基础和理论研究比较薄弱。本文所探讨的猎头顾问胜任力模型的构建具有一定的研究价值。本次研究的主要内容一共分为五个阶段。首先，第一阶段是定义研究岗位的绩效标准，依据工作要求，从猎头顾问工作中获得绩效优秀和绩效一般的猎头顾问中，共抽取 10 人作为目标分析样本。第二阶段是对目标样本进行访谈，得出猎头顾问胜任力要素。第三个阶段是对猎头顾问岗位胜任力的行为进行描述和评价，并根据得出的结果编制问卷调查。第四阶段是胜任力模型的构建，通过对问卷得出的数据进行整理，建立猎头顾问胜任力模型。最后是胜任力模型的应用，并结合辽宁外联企业管理有限公司实际情况进行检验，最终确定了猎头顾问胜任力模型。关键词：猎头顾问； 胜任力模型； 人力资源AbstractCompetency model was born in the United States in the 1970s. As a new knowledge field and content, its scientific and systematic theory makes it widely used in human resource management.After decades of development, scholars and staff in related fields have conducted more in-depth research on it, and applied it to different industries and fields. However, the exploration of headhunting consultants in human resource enterprises in China is still not mature enough, and the relevant practical basis and theoretical research are relatively weak. The construction of headhunting consultant competency model discussed in this paper has certain research value.The main content of this study is divided into five stages. First of all, the first stage is to define the performance standards of the research posts. According to the work requirements, 10 headhunting consultants are selected as the target analysis samples. The second stage...
