Dr. Bo Song has served as a senior vice president and the general manager of a global human resource management center in a communications technology firm listed on the Hong Kong Stock Exchange; as the general manager of a human resource management center and industrial human resource director in the headquarters of a domestically listed group company; and as a general manager of a provincial branch of a domestically listed company dealing in electrical appliance.
This study mainly explores the theoretical innovation of talent competencies for the purpose of guiding tech enterprises to better apply theories and methods in this regard to unfold campus recruiting programs. This study covers a period of five years as a whole. It contains four parts: 1. Competency modeling of university graduates recruited in campus recruiting. Amid the ever-changing business environment, it focuses on, combined with corporate strategy and culture, improving competency modeling which conventionally emphasizes on previous success of individuals; 2. Defining predictive validity of competencies on employees’ task performance and contextual performance; 3. Clarifying predictive validity of competency model-based leaderless group discussion, professional interview, human resource interview on employees’ task performance and contextual performance; 4. Tracking the role of adaptability and innovative ability of university graduates as they seek career development in a dynamic environment.
This study has combined quantitative and qualitative research effectively by means of behavioral event interview, questionnaire method, statistical analysis, etc. It adopts behavioral event interview to construct competency model. Besides, questionnaire method and statistical analysis are applied in the assessment of contextual performance, adaptability and innovative ability of fresh graduates.
This study suggests that competency of newly recruited graduates can be measured by two major dimensions: The dimension of learning and accountability that are related to learning and adaptability; The dimension of coordination and innovation associated with innovative ability and communication skills within teams. The study reveals that competency is a feature of personal competence and employees should respond actively to the dynamic environment. Additionally, the follow-up study on the adaptability and innovative ability of employees presents causal connections between the number of patents of an employee and his/her innovative ability, and suggests that his/her awards can be partly attributed to his/her adaptability and innovative ability.
This study is of great significance to human resource management. Theoretically, this study presents a competency model combined with corporate strategies and culture, which underlines talent’s adaptability and innovative ability. Practically, the competency model is expected to set new recruitment criteria for tech enterprises to improve recruitment effectiveness. A recruitment assessment system, based on competency model, is expected to help enterprises recruit suitable talents, achieve talent-post matching, and instruct talent training and rewarding.
This study, proceeding from task performance and contextual performance, discusses the relationship between competency of university graduates recruited in campus recruiting and their job performance, instead of focusing on structural relations among competencies as previous researches do. This study has successfully filled gaps in the research on competency of university graduates and blazed new trails in competency research field.
Keywords: Competency; Campus Recruiting; Assessment Methods; Adaptability; Innovative Ability
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