發(fā)布時間：2018-04-22 06:15

  本文選題：A集團(tuán) + 人力資源��； 參考：《安徽大學(xué)》2017年碩士論文

【摘要】：招聘是人力資源管理中一個非�；A(chǔ)而又非常關(guān)鍵的環(huán)節(jié)。大數(shù)據(jù)時代,企業(yè)的招聘工作需要人力資源部門減少主觀性,多依靠準(zhǔn)確有效的數(shù)據(jù)處理分析。將數(shù)據(jù)處理分析應(yīng)用于企業(yè)的人才挖掘、培訓(xùn)、跟蹤、管理,是人力資源管理更新升級的重要方式。招聘的科學(xué)性、有效性決定著一個企業(yè)的整體人才水平,對企業(yè)尤其是集團(tuán)公司的長遠(yuǎn)發(fā)展起著至關(guān)重要的作用。集團(tuán)公司規(guī)模大、業(yè)務(wù)廣、職工多、管理難度系數(shù)高,人力資源可以說是集團(tuán)公司中的一道重要的生命線,如何從萬千求職者中尋求到適合本集團(tuán)公司的人才,如何合理地配置這些人才以最大程度發(fā)揮人才價值,需要集團(tuán)公司人力資源管理部門認(rèn)真地思考和研究。本文在以往專家學(xué)者的研究基礎(chǔ)上,通過文獻(xiàn)分析、實地調(diào)研、案例研究等方法,對數(shù)據(jù)處理分析、人才、招聘等概念進(jìn)行了界定,分析了A集團(tuán)人才招聘的現(xiàn)狀以及存在的問題,并就如何改進(jìn)A集團(tuán)的人才招聘工作提出一些對策和建議。全文共分為五個部分。第一部分闡述了研究背景,分析了當(dāng)前國內(nèi)外大數(shù)據(jù)及其處理分析應(yīng)用于集團(tuán)公司人才招聘的研究現(xiàn)狀,剖析了研究意義和目的,梳理了研究思路、方法以及可能的創(chuàng)新點。第二部分是相關(guān)概念的界定及相關(guān)理論基礎(chǔ),分別介紹了數(shù)據(jù)處理分析、人才、招聘、集團(tuán)公司這些概念及有關(guān)人才招聘及數(shù)據(jù)處理分析方面的基礎(chǔ)理論。第三部分是A集團(tuán)人才招聘的現(xiàn)狀和存在的問題及成因分析,通過對A集團(tuán)人力資源結(jié)構(gòu)招聘周期、招聘人數(shù)、招聘流程等相關(guān)的數(shù)據(jù)進(jìn)行分析,總結(jié)出A集團(tuán)人才招聘存在的具體問題,如招聘方式過于傳統(tǒng)、人才流失率較高、人力資源預(yù)測差及招聘難、用人崗位定位不清晰、人崗匹配度低、人力資源規(guī)劃滯后于發(fā)展戰(zhàn)略等,針對這些問題進(jìn)行了成因分析。第四部分是關(guān)于A集團(tuán)人才招聘的改進(jìn)對策探討,針對A集團(tuán)人才招聘存在的三個方面問題提出了具有一定實際操作意義的改進(jìn)對策。如:應(yīng)用大數(shù)據(jù)升級人力資源招聘系統(tǒng);應(yīng)用關(guān)聯(lián)分析進(jìn)行員工素質(zhì)分析;應(yīng)用粗糙集理論進(jìn)行績效評估預(yù)測;應(yīng)用"云計算"的優(yōu)勢進(jìn)行云招聘等。第五部分為研究結(jié)論與展望,概括總結(jié)了研究成果,分析了研究不足以及未來需進(jìn)一步開展的研究工作。
[Abstract]:Recruitment is a very basic and crucial link in human resource management. In big data's time, human resources departments should reduce subjectivity and rely on accurate and effective data processing and analysis. It is an important way to update and upgrade human resource management by applying data processing analysis to talent mining, training, tracking and management of enterprises. The scientific and effective recruitment determines the overall talent level of an enterprise, and plays a vital role in the long-term development of the enterprise, especially the group company. The group company has large scale, wide business, many employees, high management difficulty coefficient, human resources can be said to be an important lifeline in the group company, how to find the suitable talents from the thousands of job seekers, How to reasonably allocate these talents to maximize the value of talents requires the human resource management department of the group company to seriously think and study. Based on the previous research of experts and scholars, this paper defines the concepts of data processing and analysis, talent and recruitment by means of literature analysis, field investigation, case study, etc. This paper analyzes the present situation and existing problems of talent recruitment in Group A, and puts forward some countermeasures and suggestions on how to improve the recruitment of talents in Group A. The full text is divided into five parts. The first part describes the background of the research, analyzes the current situation of big data and its processing analysis applied to the recruitment of talents in the group company, analyzes the significance and purpose of the research, and combs the research ideas, methods and possible innovation points. The second part is the definition of related concepts and related theoretical basis, respectively introduced the data processing analysis, talent, recruitment, group of these concepts and related talent recruitment and data processing analysis of the basic theory. The third part is the current situation, existing problems and causes of A group talent recruitment, through the analysis of A group human resources structure recruitment cycle, number of recruiters, recruitment process and other relevant data. This paper summarizes the specific problems existing in the recruitment of talents in Group A, such as excessive traditional recruitment methods, high wastage rate of talents, poor prediction of human resources and difficulty in recruiting, unclear position orientation and low matching degree of personnel and post. Human resource planning lags behind the development strategy, and the causes of these problems are analyzed. The fourth part is about A group talent recruitment improvement countermeasure discussion, has proposed the improvement countermeasure which has the certain practical operation significance to the A group talented person recruitment existence three aspects question. For example: using big data to upgrade the human resources recruitment system; applying correlation analysis to analyze the quality of employees; applying rough set theory to performance evaluation and forecasting; applying the advantage of "cloud computing" to cloud recruitment and so on. The fifth part is the conclusion and prospect of the research, summarizes the research results, analyzes the deficiency of the research and the further research work needed to be carried out in the future.
【學(xué)位授予單位】：安徽大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前3條

1 陳莉s，

本文編號：1785960