摘 要

本文以G公司营销类岗位基于岗位胜任力的结构化面试为主要研究对象，运用了文献研究法和个案研究法，对胜任力模型和结构化面试分别进行研究总结，目前国内针对基于岗位胜任力的结构化面试研究并不多，本文借助大量的国内外参考文献，根据国内外分别关于结构化面试和胜任力模型的研究现状总结了基于胜任力的结构化面试的特征。

除了引用大量文献之外，本文还采用了G公司营销类岗位这一实例进行实践探索，深层次地研究了基于岗位胜任力的结构化面试的应用。首先，本文在分析了G公司结构化面试现状的基础上，总结出G公司结构化面试现阶段存在的相关问题，并且根据这些问题从多个方面分析了造成这些问题进而影响面试效果的原因，其中包括知识第一、经验至上、固有的陈旧意识以及不注重企业文化的作用。结构化面试在G公司的应用还不够完善，本文试图将胜任力模型融入结构化面试，通过建立G公司营销人员的胜任力模型、根据该模型设计结构化面试提纲以及制定面试评分标准等一系列措施来优化G公司营销类岗位招聘面试质量。

基于岗位胜任力的结构化面试是一种与传统的结构化面试有所不同的新方法，本文系统地研究了针对G公司营销类岗位基于胜任力的结构化面试，并且运用具体的模型研究和数据说明来支持对G公司基于岗位胜任力的结构化面试的应用研究，不仅分析了G公司基于岗位胜任力的结构化面试应用的条件和程序，还进一步提出了应用时需要注意的问题，主要从灵活性与原则性相结合、结构化面试的适用范围、重视结构化面试的相关培训工作以及基于岗位胜任力的结构化面试也存在一定的局限性等方面进行阐述。

本文运用岗位胜任力模型这一工具解决了G公司结构化面试所存在的实际问题，为G公司营销岗位制定出符合实际情况的胜任力模型，从根本上改善了G公司结构化面试的运用情况，这种理论结合实际的方法能够全面地提高G公司在进行人员招聘时的面试质量，也能够被同行的其他企业加以借鉴，有助于深化对胜任力模型和结构化面试的应用研究。

关键词：胜任力模型；结构化面试；应用研究

Abstract

This paper focused on the structural interview based on the post competence of G company’s marketinG positions and used the literature research and case study methods to respectively summarize the competency model and the structured interview. The current domestic study based on the post competency of structured interview is not enouGh.With the aid of a larGe number of references at home and abroad, this article summarized the characteristics of the structured interview based on the post competency respectively accordinG to the present situation of domestic and foreiGn studies about the structural interview and the post competence.

In addition to referinG to a larGe number of literature,this article also adopted G company’s marketinG positions as the instance to carry on the practice exploration, deeply studyinG the application structured interview based on the competency model. First of all, this article summed up the relevant problems of G company’s structured interview on the basis of the analysis of the the present the situation of structured interview in G company.And alonG these problems, multiple causes of these problems and the interview results are analyzed from different aspects,includinG the knowledGe and experience in the first,the inherent old consciousness and little attention on the role of enterprise culture.Application of structured interview in G company is not perfect enouGh,the author attempted to incorporate the competency model in structured interview to optimize the quality of G company’s marketinG jobs throuGh a series of measures,such as establishinG of G company’s marketinG personnel competency model,desiGninG the structured interview outline accordinG to the model and formulatinG the scorinG criteria for interview.

The structured interview based on position competency is a new method different from the traditional structured interview,this article systematically studied the structured interview based on the post competency of G company’s marketinG jobs,and use the concrete model and data to support the application research of structured interview based on the post competency in G company.It not only analyzed the conditions and procedures of the structured interview based on the post competency in G company,but further put forward the problems needed to be aware of durinG the application,mainly from the aspects such as the combination of flexibility and principle,payinG attention to the applicable scope of the structured interview,attachinG Great importance to the traininG works of structured interview and certain limitation of the structured interview based on post competency.

This article used the tool-- post competency model to solve the actual problems of the structured interview in G company,and tailored a set of tarGeted and practical competency model for G company’s marketinG positions, fundamentally improved the situation of the application of G company’s structured interview.The method combininG the theory and the fact can comprehensively improve the quality of interview in G company when recruitinG new staff,it can also be the reference of other enterprises and help to deepen the application research of structured interview and the competency model.