本文關(guān)鍵詞：中建八局一公司招聘體系優(yōu)化設(shè)計(jì)研究　出處：《山東大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

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【摘要】：國(guó)家“十二五”規(guī)劃實(shí)施以來,我國(guó)經(jīng)濟(jì)總體發(fā)展趨勢(shì)穩(wěn)中向好,但隨著全球經(jīng)濟(jì)格局深度調(diào)整和國(guó)家宏觀經(jīng)濟(jì)政策對(duì)企業(yè)轉(zhuǎn)型升級(jí)的傾斜,國(guó)內(nèi)行業(yè)環(huán)境也隨之發(fā)生深刻的改變,企業(yè)間的競(jìng)爭(zhēng)越來越激烈,面臨的挑戰(zhàn)和不確定因素越來越多。而人才作為企業(yè)發(fā)展的最為關(guān)鍵要素,日益成為現(xiàn)代企業(yè)競(jìng)相角逐的焦點(diǎn)。企業(yè)招聘作為人力資源工作的重要組成部分,是企業(yè)獲取人才最主要的渠道,它直接決定企業(yè)人才數(shù)量和質(zhì)量的保障,是提高企業(yè)人才發(fā)展優(yōu)勢(shì)的前提基礎(chǔ)。 作為國(guó)家工業(yè)領(lǐng)域的重要組成部分,中建八局一公司是一家大型建筑施工類企業(yè),綜合實(shí)力處在行業(yè)的領(lǐng)先地位。但隨著建筑行業(yè)領(lǐng)域人才競(jìng)爭(zhēng)日益激烈,人力資源管理工作特別是人才招聘工作的重要性日益凸顯。經(jīng)過多年發(fā)展,公司人力資源部在如何完善招聘管理體系、開展人才招聘工作方面積累了很多經(jīng)驗(yàn),并運(yùn)用到具體工作中,為公司的發(fā)展提供了強(qiáng)有力的人才保障。隨著國(guó)家“十二五”規(guī)劃的穩(wěn)步實(shí)施,公司也制定了自身的“十二五”發(fā)展后期宏偉目標(biāo),即創(chuàng)中建序列名次“前三甲”。隨著各項(xiàng)工作的順利實(shí)施,公司發(fā)展?jié)u入快車道,對(duì)人才數(shù)量和質(zhì)量的需求也上升到一個(gè)更高的層面。但由于長(zhǎng)期缺乏創(chuàng)新,人才招聘只是“斷點(diǎn)”式地服務(wù)當(dāng)前需求,缺乏中長(zhǎng)期人才規(guī)劃等原因,公司的招聘管理體系已不能很好地服務(wù)當(dāng)前公司發(fā)展需要,甚至成為限制企業(yè)發(fā)展的一個(gè)瓶頸。 本文圍繞“中建八局一公司招聘管理體系優(yōu)化設(shè)計(jì)”這一研究主題展開,以中建八局一公司為企業(yè)背景,通過閱讀大量招聘相關(guān)文獻(xiàn),認(rèn)真學(xué)習(xí)、分析、總結(jié)我國(guó)當(dāng)前招聘相關(guān)理論研究現(xiàn)狀和背景,歸納出較為成熟的企業(yè)招聘管理體系。首先,結(jié)合對(duì)中建八局一公司人力資源和招聘管理的現(xiàn)狀問題分析,找到存在的諸多問題：如招聘人員需求的制定缺乏戰(zhàn)略性；缺乏系統(tǒng)的招聘理念指導(dǎo)招聘工作；對(duì)招聘工作組建立不夠重視或不規(guī)范；招聘甄選方法缺乏科學(xué)性；招聘管理人員招聘工作中主觀意識(shí)過強(qiáng)；招聘評(píng)估工作仍停留在主觀評(píng)價(jià)階段,缺少跟蹤評(píng)價(jià)及考核的長(zhǎng)效機(jī)制等等。針對(duì)上述問題,結(jié)合具體工作實(shí)際,對(duì)其產(chǎn)生原因進(jìn)行了深入而有針對(duì)性的分析。隨后,通過對(duì)中建八局一公司人力資源規(guī)劃,人員需求分析,招聘工作組、招聘評(píng)估流程的重新梳理,結(jié)合相應(yīng)的理論模型和研究方法,得出一套優(yōu)化的招聘管理體系,以指導(dǎo)公司未來的招聘管理工作。企業(yè)發(fā)展需要一套成熟的人才招聘管理體系來保障,同時(shí),人才招聘管理體系的運(yùn)行實(shí)施需要企業(yè)提供良好的運(yùn)行環(huán)境,本文第五部分從公司發(fā)展戰(zhàn)略、人力資源管理體系、企業(yè)內(nèi)外部資源、及企業(yè)文化等四個(gè)方面來詳細(xì)闡述如何為人才招聘管理體的實(shí)施與運(yùn)行提供全面有效的保障。
[Abstract]:Since the implementation of the 12th Five-Year Plan, the overall development trend of China's economy has stabilized and improved, but with the deep adjustment of the global economic pattern and the tilt of the national macroeconomic policy to the transformation and upgrading of enterprises. The domestic industry environment has also undergone profound changes, the competition between enterprises is becoming more and more fierce, facing more and more challenges and uncertainties, and talent as the most critical element of enterprise development. As an important part of human resource work, recruitment is the most important channel for enterprises to obtain talents, which directly determines the quantity and quality of talents. It is the premise foundation that enhances the enterprise talented person development superiority. As an important part of the national industrial field, China Construction eight Bureau and one company is a large construction enterprise, comprehensive strength is in the leading position in the industry, but with the construction industry increasingly fierce competition for talent. After many years of development, the human resources department of the company has accumulated a lot of experience in how to perfect the recruitment management system and carry out the recruitment work. And applied to the specific work, for the development of the company to provide a strong talent protection. With the country's "12th Five-Year Plan" steadily implemented, the company also formulated its own "12th Five-Year" development of the later magnificent goals. With the smooth implementation of all kinds of work, the development of the company gradually into the fast lane, the demand for talent quantity and quality also rose to a higher level. But because of the lack of innovation for a long time. Talent recruitment is only "break point" to serve the current demand, lack of long-term talent planning and other reasons, the company's recruitment management system has not been able to serve the current development needs of the company. Even become a bottleneck restricting the development of enterprises. This paper focuses on the theme of "the optimal design of the recruitment management system of the eighth Bureau of China Construction Corporation", taking the first company of the eighth Bureau of China Construction Corporation as the background of the enterprise, through reading a large number of relevant documents on recruitment, carefully studying and analyzing. Summarize the current situation and background of the relevant theories of recruitment in China, and summarize the more mature recruitment management system. First, combined with the analysis of the current situation of human resources and recruitment management of China Construction eight boards one Company. Many problems were found: such as the lack of strategic development of recruitment needs; Lack of systematic recruitment concept to guide the recruitment work; The establishment of recruitment working groups is not given enough attention or is not standardized; The method of recruitment and selection is not scientific; The subjective consciousness of recruiting managers is too strong; Recruitment evaluation is still in the subjective evaluation stage, the lack of tracking evaluation and assessment of the long-term mechanism and so on. In view of the above problems, combined with the actual work. Then, through the human resource planning, personnel needs analysis, recruitment working group, recruitment evaluation process of re-combing. Combined with the corresponding theoretical model and research methods, a set of optimized recruitment management system is obtained to guide the future recruitment management of the company. Enterprise development needs a mature talent recruitment management system to ensure, at the same time. The implementation of talent recruitment management system needs to provide a good operating environment. This article 5th part from the company development strategy, human resources management system, enterprise internal and external resources. And corporate culture to elaborate how to provide a comprehensive and effective guarantee for the implementation and operation of talent recruitment management system.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.92

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本文編號(hào)：1416348