P公司員工招聘體系優(yōu)化設計研究
發(fā)布時間：2018-08-12 11:30
【摘要】：臺塑集團董事長王永慶曾說過：“一家企業(yè)最重要的東西：第一是人才,第二是人才,第三還是人才�！庇纱丝梢娙瞬旁诋斀衿髽I(yè)管理中的重要地位。當今社會競爭日益激烈,企業(yè)要想在社會中站穩(wěn)領先地位,歸根到底還是人才的競爭。那么如何在經(jīng)濟全球化、競爭激烈化的大背景下,搶先吸引優(yōu)秀的人才加入企業(yè),并使他們能夠和企業(yè)共同成長,已經(jīng)成為當代的企業(yè)高層經(jīng)營管理人員優(yōu)先思索的重要問題。人力資源管理在現(xiàn)代企業(yè)扮演著越來越重要的角色,已成為決定企業(yè)生死存亡的關鍵性因素。人力資源管理工作的起點即是招聘管理工作,它對企業(yè)的生存和發(fā)展產(chǎn)生重要的影響。招聘管理工作為企業(yè)選拔崗位匹配人才的同時,也給企業(yè)發(fā)展提供持續(xù)的動力,是企業(yè)保持持久競爭力的關鍵。有效的招聘能為企業(yè)的長遠經(jīng)營和發(fā)展招攬到合適的人才,為企業(yè)創(chuàng)造不可估量的價值。本文的研究對象是P公司,P公司從行業(yè)劃分上看屬于金融背景下的保險行業(yè),公司性質是國有控股的股份制公司。論文圍繞P公司的招聘實踐,以人力資源招聘相關理論為指導,對P公司當前的招聘工作進行梳理和分析,找出存在的問題并進行初步診斷,在此基礎上有針對性的對公司招聘體系進行優(yōu)化設計。通過對招聘體系進行優(yōu)化設計,能夠分清公司各個用人部門與人力資源部招聘的工作職責,梳理崗位職責及關鍵勝任力因素為招聘工作的順利開展提供指引,同時建立完善科學系統(tǒng)的招聘體系,為推動和規(guī)范企業(yè)的整體人力資源招聘管理,解決當前P公司面臨的招聘困局,實現(xiàn)公司的戰(zhàn)略目標提供一定的理論依據(jù)。本文主要包括六部分內容。第一部分為緒論,介紹研究背景、內容、文獻綜述、方法及論文框架；第二部分是招聘的理論概述,介紹了招聘的概念、作用、渠道、流程等相關內容；第三部分對P公司的概況、人力資源現(xiàn)狀、招聘實施現(xiàn)狀進行系統(tǒng)的介紹；第四部分對P公司的招聘進行診斷,分析招聘實施過程中出現(xiàn)的問題；第五部分根據(jù)上述存在的問題,詳細闡述其對應的優(yōu)化設計方案,第六部分探討公司執(zhí)行優(yōu)化方案的保障性因素。
[Abstract]:Wang Yongqing, chairman of Formosa Plastics Group, once said: "the most important thing in an enterprise is talent, second talent, and third talent." This shows that talent in today's enterprise management is an important position. Nowadays, the competition in society is becoming more and more fierce. In the final analysis, it is the competition of talents that enterprises want to stand the leading position in the society. Under the background of economic globalization and fierce competition, how to attract outstanding talents to join enterprises and make them grow together with enterprises has become an important issue for senior management personnel of contemporary enterprises to think about first. Human resource management plays a more and more important role in modern enterprises and has become the key factor to determine the survival of enterprises. The starting point of human resource management is recruitment management, which has an important impact on the survival and development of enterprises. The job of recruitment and management is the key for enterprises to maintain their lasting competitive power, while selecting suitable talents for their positions, and at the same time, providing a continuous driving force for the development of enterprises. Effective recruitment can attract suitable talents for the long-term management and development of enterprises, and create inestimable value for enterprises. The research object of this paper is that P company belongs to the insurance industry under the financial background from the view of industry division, and the nature of the company is a state-owned shareholding company. Based on the recruitment practice of P Company and the theory of human resource recruitment, this paper combs and analyzes the current recruitment work of P Company, finds out the existing problems and makes a preliminary diagnosis. On this basis, the company targeted recruitment system optimization design. Through the optimization design of the recruitment system, it can distinguish the job responsibilities of the various departments and the human resources department of the company, and comb the job responsibilities and key competency factors to provide guidance for the smooth development of the recruitment work. At the same time, it is necessary to establish and perfect the recruitment system of scientific system, which will provide some theoretical basis for promoting and standardizing the overall human resource recruitment management of enterprises, solving the recruitment difficulties faced by company P at present, and realizing the company's strategic objectives. This paper mainly includes six parts. The first part introduces the research background, content, literature review, methods and the framework of the thesis, the second part is the theoretical overview of recruitment, introduces the concept, role, channels, processes and other related content; The third part introduces the general situation of P company, the present situation of human resources, the current situation of recruitment implementation, the fourth part of the P company recruitment diagnosis, analysis of the problems in the recruitment implementation process; In the fifth part, according to the problems mentioned above, the corresponding optimal design scheme is described in detail, and the sixth part discusses the supporting factors of the company's implementation of the optimization scheme.
【學位授予單位】：西南交通大學
【學位級別】：碩士
【學位授予年份】：2016
【分類號】：F272.92;F842.3
[Abstract]:Wang Yongqing, chairman of Formosa Plastics Group, once said: "the most important thing in an enterprise is talent, second talent, and third talent." This shows that talent in today's enterprise management is an important position. Nowadays, the competition in society is becoming more and more fierce. In the final analysis, it is the competition of talents that enterprises want to stand the leading position in the society. Under the background of economic globalization and fierce competition, how to attract outstanding talents to join enterprises and make them grow together with enterprises has become an important issue for senior management personnel of contemporary enterprises to think about first. Human resource management plays a more and more important role in modern enterprises and has become the key factor to determine the survival of enterprises. The starting point of human resource management is recruitment management, which has an important impact on the survival and development of enterprises. The job of recruitment and management is the key for enterprises to maintain their lasting competitive power, while selecting suitable talents for their positions, and at the same time, providing a continuous driving force for the development of enterprises. Effective recruitment can attract suitable talents for the long-term management and development of enterprises, and create inestimable value for enterprises. The research object of this paper is that P company belongs to the insurance industry under the financial background from the view of industry division, and the nature of the company is a state-owned shareholding company. Based on the recruitment practice of P Company and the theory of human resource recruitment, this paper combs and analyzes the current recruitment work of P Company, finds out the existing problems and makes a preliminary diagnosis. On this basis, the company targeted recruitment system optimization design. Through the optimization design of the recruitment system, it can distinguish the job responsibilities of the various departments and the human resources department of the company, and comb the job responsibilities and key competency factors to provide guidance for the smooth development of the recruitment work. At the same time, it is necessary to establish and perfect the recruitment system of scientific system, which will provide some theoretical basis for promoting and standardizing the overall human resource recruitment management of enterprises, solving the recruitment difficulties faced by company P at present, and realizing the company's strategic objectives. This paper mainly includes six parts. The first part introduces the research background, content, literature review, methods and the framework of the thesis, the second part is the theoretical overview of recruitment, introduces the concept, role, channels, processes and other related content; The third part introduces the general situation of P company, the present situation of human resources, the current situation of recruitment implementation, the fourth part of the P company recruitment diagnosis, analysis of the problems in the recruitment implementation process; In the fifth part, according to the problems mentioned above, the corresponding optimal design scheme is described in detail, and the sixth part discusses the supporting factors of the company's implementation of the optimization scheme.
【學位授予單位】：西南交通大學
【學位級別】：碩士
【學位授予年份】：2016
【分類號】：F272.92;F842.3
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