摘要现代企业的竞争，归根结底是人才的竞争。现代企业管理非常重视人的因素，注重人力资源的开发与管理，崇尚“以人为本”的管理理念，认为人是企业最宝贵、最活跃、最具潜能的资源。只有科学、合理、有效地管理人力资源，充分调动企业员工的积极性和创造性，使事得其人，人尽其才，人事相宜，才能更有效地实现企业的战略目标。而作为人力资源管理中一个重要的职能，招聘有着不容忽视的地位和作用。招聘是人力资源管理活动的基础和关键环节之一,一个组织要想发展先要实现组织目标，必须选拔合格的人员担任相应的工作，只有员工与工作、个人与组织相互配合，才能保证组织目标的实现。不同行业、不同性质的企业，其招聘策略也不尽相同。企业不能生搬硬套现有的理论，如何找到适合自己的招聘策略，是每个企业都需要解决的重要课题。本论文从人员招聘和配置的一般理论、原则入手，结合X公司非国有、外资、等具体背景，对X公司基于胜任力素质模型在招聘中的策略进行较全面和深入的分析、研究，以期提出适合X公司的人员招聘和配置策略，也希望能对类似企业构建胜任力素质模型的招聘策略的制订提供参考借鉴。关键词招聘；胜任力模型；甄选与录用AbstractThecompetitionofmodernenterprises,inthefinalanalysisisthecompetitionoftalents.Modernenterprisemanagementattachesgreatimportancetothehumanfactor,theimportanceofhumanresourcesdevelopmentandmanagement,advocatinga"people-oriented"managementphilosophy,thatmanisthemostvaluable,themostactive,mostpotentialresources,Onlythescientific,reasonableandeffectivemanagementofhumanresources,andfullymobilizetheenthusiasmofemployeesandcreative,makethethingperson,givefullscopetothetalents,personnelaffordable,canbemoreeffectiveinrealizingthestrategicgoaloftheenterprise.Thehumanresourcesmanagementasanimportantfunction,recruitmenthasanimportantstatusandrole.Recruitmentisahumanresourcesmanagementactivitiesofthefoundationandoneofkeylinks.Anorganizationthatwantsdevelopmenttoachieveorganizationalgoals,andselectionofqualifiedpersonnelasthecorrespondingwork,onlyworkwiththestaff,personalinteractionwiththeorganization,toensuretheachievementoforganizationalgoals.Differentindustries,differentnatureoftheenterprise,itsrecruitmentstrategyarenotthesame.Enterprisescannotapplymechanicallytheexistingtheory,howtofindasuitablerecruitmentstrategy,everyenterpriseisanimportanttasktosolve.Thispaperfromthestaffrecruitmentandconfigurationofthegeneraltheory,principle,combiningXcompanyblameisstate-owned,foreigncapital,specificbackground,ontheXCorporationBasedonCompetencyModelinrecruitmentstrategiesforacomprehensiveandin-depthanalysis,research,inordertofitXcompanypersonnelrecruitmentandallocationstrategy,alsohopeforsimilarenterprisesconstructingthecompetencymodelofrecruitmentstrategiestoprovideareference.KeywordsRecruitment;Competencymodel;Theselectionandhiring目录摘要...................................................I一、招聘及胜任力模型的相关理论...........................1（一）招聘的含义.............................................................................11．招聘的含义与目的.................................................................12．招聘的基本原则.....................................................................23．招聘的一般程序.....................................................................34．招聘的渠道选择.....................................................................4（二）胜任力模型的理论基础.........................................................61．胜任力模型的概念...............................................................
