摘 要 面对越来越激烈的互联网竞争，研发人员成为科技公司创新的主体，引领着社会的进步,如何引进优秀人才成为企业在竞争中取胜的关键。上世纪末，中国胜任力模型理论的引进得到了企业的广泛关注。胜任力模型开始成为企业招聘的主流，代表着未来招聘工作的发展方向。本文以 A 公司为例，通过文献分析、问卷调查方法，运用胜任模型理论，对 A 公司研发人员甄选工作进行了研究。本文首先对 A 公司以及研发人员的基本情况作了介绍；其次通过问卷调查分析了研发人员的甄选现状和甄选工作中存在的问题，并对出现问题的原因进行了总结；最后通过文献分析和问卷调查法，构建了符合 A 公司研发人员的胜任力模型，并以研发人员招聘为例，论述了该模型在招聘甄选中的应用，为 A 公司甄选体系的优化提供了一定的思路。关键词：胜任力模型；研发人员；甄选ABSTARCTIn the face of increasingly fierce competition on the Internet, researchers have become the subject of innovation in technology companies, leading the progress of society. How to introduce excellent talents becomes the key to win in the competition. At the end of the last century, China began to introduce the competency model theory, and received wide attention. Competency model has become the mainstream of enterprise recruitment and represents the development direction of future recruitment. In this paper, A company as an example, through literature analysisquestionnaire survey method, the use of competency model theory, A company r & d personnel selection work was studied. Firstly, this paper introduces the basic information of A company and its r&d personnel. Secondly, the status quo and problems in the selection of r & d personnel were analyzed through a questionnaire survey, and the causes of the problems were summarized. Finally, through literature analysis and questionnaire survey, the competency model of r & d personnel of A company is constructed. Taking r & d personnel recruitment as an ...
