摘要
应用人力资源管理中的胜任力理论及模型,在高校辅导员招聘选拔中克服常见的重学历轻能力、重经验轻动机的局限,除笔试面试外,还运用情景面试、公文处理测试、角色扮演、心理测验、无领导小组讨论、管理游戏等方式,对应聘者的知识、技能、社会角色、个性特质和动机传统进行测试和考核,以提高辅导员的人职匹配度。
Application of the competency - based human resources management to the recruiting of col- lege advisors can help resolve problems such as oversimplification in method, total reliance upon experience, overemphasis on educational background to the point of neglecting the candidates＇ ability and taking lightly their motivation. Besides written tests and normal interviews, situational interviews, in - basket tests, role plays, psychological tests, leaderless group discussions and management games may also be used to examine the candidates＇ knowledge, skills, social roles, personalities and motivation so as to better match people and jobs.
出处
《高校辅导员学刊》
2011年第3期1-4,共4页
Journal of College Advisor
基金
教育部人文社会科学研究重大课题委托项目(教思政函[2007]49号)
