本文選題：人-組織匹配 + 工作環(huán)境分析�。� 參考：《華東理工大學》2017年碩士論文

【摘要】：隨著知識經(jīng)濟全球化時代的到來,企業(yè)競爭最終表現(xiàn)為人才的競爭。如何吸引和留住具有競爭力的人才就成為了每個企業(yè)生存與發(fā)展的關鍵。招聘不僅是企業(yè)獲得所需人才的主要途徑,而且招聘工作的成敗或有效與否直接影響著企業(yè)運營效果,其與企業(yè)戰(zhàn)略。傳統(tǒng)的招聘是以崗位需求為首要條件,招聘人員關注的重點往往是應聘者所具備的知識、技能、能力是否滿足空缺崗位的要求。由此方式進入企業(yè)的新員工有可能由于無法認同企業(yè)的核心價值觀、組織目標、工作氛圍等組織特征而離開公司。結果,人才大量流失,浪費企業(yè)資源同時,也嚴重影響了組織氣氛和組織凝聚力。越來越多的企業(yè)意識到,人與組織匹配的招聘模式可以避免這些問題。U公司(上海)是一家全球化運營的半導體前道設備制造企業(yè),所有經(jīng)營活動實行項目化管理,項目工程師全程負責項目的完成質量和工作效率。項目工程師的招聘成本較高,但高昂的成本背后,并未給他們帶來較高的工作滿意度和工作績效。本文從筆者在U公司人力資源部的工作體會和經(jīng)驗總結出發(fā),通過對項目工程師的招聘過程與工作表現(xiàn)的觀察與對比,發(fā)現(xiàn)項目工程師這一崗位招聘過程在人-組織匹配層面上暴露的問題與不足,并分析問題所在根源所在,重新反思U公司現(xiàn)行招聘制度和招聘方式,進一步探討如何創(chuàng)新和變革一些招聘措施來實現(xiàn)人-組織匹配。在此基礎上,本文設計了人-組織招聘的基本流程：工作環(huán)境分析、應聘者特質分析、人-組織匹配量表測試、真實工作預演、基于人-組織匹配的結構化面試,并對流程各環(huán)節(jié)進行探討,最終目的是為提高U公司項目化運營質量來獲得更高效益提供人才保障,并希望為類似企業(yè)招聘制度的建設與完善提供有益借鑒和啟示。
[Abstract]:With the arrival of the era of knowledge economy globalization, the competition of enterprises is the competition of talents. How to attract and retain competitive talents has become the key to the survival and development of every enterprise. Recruitment is not only the main way for enterprises to obtain the required talents, but also the success or failure or effectiveness of the recruitment work directly affects the operation effect of the enterprises, and the strategy of the enterprises. Traditional recruitment is based on job demand, and recruiters pay attention to whether the knowledge, skills and ability of candidates can meet the requirements of vacant positions. New employees who enter the enterprise in this way may leave the company because they cannot identify with the organizational characteristics of the core values, organizational goals, working atmosphere, etc. As a result, the loss of talents and waste of enterprise resources also seriously affected the organizational climate and organizational cohesion. More and more enterprises are realizing that these problems can be avoided by a recruitment model that matches people with organizations. U (Shanghai) is a globally operated semiconductor front-end equipment manufacturing enterprise, with all its business activities being managed on a project basis. The project engineer is responsible for the quality and efficiency of the project. The hiring costs of project engineers are high, but the high costs do not bring them higher job satisfaction and performance. Based on the author's experience and experience in the Human Resources Department of U Company, the author observes and compares the recruitment process and performance of the project engineer. Find out the problems and deficiencies in the recruitment process of project engineer at the level of person-organization matching, and analyze the root of the problem, and rethink the current recruitment system and recruitment methods of U Company. Further explore how to innovate and change some recruitment measures to achieve human-organization matching. On this basis, this paper designs the basic process of human-organization recruitment: work environment analysis, trait analysis of candidates, person-organization matching scale test, real job rehearsal, and structured interview based on human-organization matching. The final purpose is to improve the project operation quality of U company to obtain higher benefit to provide talent security, and hope to provide useful reference and inspiration for the construction and improvement of recruitment system in similar enterprises.
【學位授予單位】：華東理工大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F426.6

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