企業(yè)人才招聘有效性評價研究
發(fā)布時間：2019-03-07 09:02
【摘要】：本文研究的主要目的是建立一套企業(yè)人才招聘有效性評價體系，運用結構方程原理構建企業(yè)人才招聘有效性評價模型，為企業(yè)有目的、有意識地提高招聘有效性提供依據。論文采用實證分析與規(guī)范分析相結合以及定性分析與定量分析相結合等方法進行研究工作。 首先，介紹了企業(yè)招聘有效性評價研究的背景、意義、國內外研究現狀和研究內容及方法，闡述了招聘、招聘有效性、勝任力和博弈論的相關理論，，為研究企業(yè)人才招聘有效性評價奠定了理論基礎。 其次，建立了企業(yè)人才招聘有效性評價的二級、三級指標，六個二級指標分別為招聘方法的有效性、招聘人員的專業(yè)能力、招聘成本的投入度、應聘者的適應性、應聘者的勝任力以及雙方信息的真實度。將三級指標作為調查問卷主體部分問題設立的依據，詳細闡述指標內容以及相互間關系，并通過分析提出企業(yè)人才招聘有效性評價假設。 再次，構建企業(yè)人才招聘有效性評價結構方程模型，導入數據后進行模型擬合以及模型修正，從結果中可得出提高企業(yè)人才招聘有效性的影響力度由大到小依次為：企業(yè)招聘成本投入度、應聘者的勝任力、應聘者的適應性、招聘人員的專業(yè)能力、招聘方法的效度以及雙方信息真實度。 最后，以神州數碼2011/12財年招聘進展表為數據基礎，針對這一財年的空缺崗位進行訪談�？偨Y出各個職位未招聘到崗的數量和原因，最終得出六個原因所造成的人員流失對總流失的貢獻率，根據數據的分析結果提出改進神州數碼企業(yè)人才招聘有效性的對策：優(yōu)化招聘方法、提高專業(yè)人員能力以及創(chuàng)造良好的企業(yè)環(huán)境。
[Abstract]:The main purpose of this paper is to establish a set of enterprise talent recruitment effectiveness evaluation system, using the structural equation principle to construct the enterprise talent recruitment effectiveness evaluation model, to provide the basis for enterprises to improve the recruitment effectiveness consciously and purposefully. This paper uses the combination of empirical analysis and normative analysis, qualitative analysis and quantitative analysis to carry on the research work. First of all, this paper introduces the background, significance, research status, contents and methods of enterprise recruitment effectiveness evaluation, and expounds the relevant theories of recruitment, recruitment effectiveness, competency and game theory. It lays a theoretical foundation for the evaluation of the effectiveness of talent recruitment in enterprises. Secondly, the two-level, three-level index and six two-level index of enterprise talent recruitment effectiveness evaluation are established, which are the effectiveness of recruitment method, the professional ability of recruiter, the investment degree of recruitment cost, and the adaptability of candidate, respectively. The competence of the candidate and the truthfulness of the information between the two parties. This paper takes the three-level index as the basis for the establishment of the main part of the questionnaire, expounds the content of the index and the relationship between them in detail, and puts forward the hypothesis of the evaluation of the effectiveness of talent recruitment in enterprises through the analysis. Thirdly, it constructs the structural equation model of enterprise talent recruitment effectiveness evaluation, and then carries on the model fitting and the model modification after importing the data. From the results, it can be concluded that the influence of improving the effectiveness of talent recruitment from large to small is as follows: the investment degree of enterprise recruitment cost, the competency of candidates, the adaptability of candidates, the professional ability of recruiters, and so on. The validity of recruitment method and the authenticity of both parties' information. Finally, based on the recruitment progress table of Shenzhou Digital 2011 / 12, an interview was conducted for the vacant positions in this fiscal year. Sum up the number and reasons why each position is not recruited, and finally get the contribution rate of the staff drain to the total loss caused by the six reasons. According to the results of data analysis, this paper puts forward the countermeasures to improve the effectiveness of talent recruitment in Shenzhou digital enterprises: optimizing the recruitment methods, improving the ability of professionals and creating a good enterprise environment.
【學位授予單位】：燕山大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F426.6
本文編號：2435970
[Abstract]:The main purpose of this paper is to establish a set of enterprise talent recruitment effectiveness evaluation system, using the structural equation principle to construct the enterprise talent recruitment effectiveness evaluation model, to provide the basis for enterprises to improve the recruitment effectiveness consciously and purposefully. This paper uses the combination of empirical analysis and normative analysis, qualitative analysis and quantitative analysis to carry on the research work. First of all, this paper introduces the background, significance, research status, contents and methods of enterprise recruitment effectiveness evaluation, and expounds the relevant theories of recruitment, recruitment effectiveness, competency and game theory. It lays a theoretical foundation for the evaluation of the effectiveness of talent recruitment in enterprises. Secondly, the two-level, three-level index and six two-level index of enterprise talent recruitment effectiveness evaluation are established, which are the effectiveness of recruitment method, the professional ability of recruiter, the investment degree of recruitment cost, and the adaptability of candidate, respectively. The competence of the candidate and the truthfulness of the information between the two parties. This paper takes the three-level index as the basis for the establishment of the main part of the questionnaire, expounds the content of the index and the relationship between them in detail, and puts forward the hypothesis of the evaluation of the effectiveness of talent recruitment in enterprises through the analysis. Thirdly, it constructs the structural equation model of enterprise talent recruitment effectiveness evaluation, and then carries on the model fitting and the model modification after importing the data. From the results, it can be concluded that the influence of improving the effectiveness of talent recruitment from large to small is as follows: the investment degree of enterprise recruitment cost, the competency of candidates, the adaptability of candidates, the professional ability of recruiters, and so on. The validity of recruitment method and the authenticity of both parties' information. Finally, based on the recruitment progress table of Shenzhou Digital 2011 / 12, an interview was conducted for the vacant positions in this fiscal year. Sum up the number and reasons why each position is not recruited, and finally get the contribution rate of the staff drain to the total loss caused by the six reasons. According to the results of data analysis, this paper puts forward the countermeasures to improve the effectiveness of talent recruitment in Shenzhou digital enterprises: optimizing the recruitment methods, improving the ability of professionals and creating a good enterprise environment.
【學位授予單位】：燕山大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F426.6
【參考文獻】
相關期刊論文 前10條
1 沈浩,孫江華;結構方程式模型在市場研究中的應用[J];北京廣播學院學報(自然科學版);1999年01期
2 杜文舉;員工招聘的經濟學分析[J];中國人才;2002年02期
3 盧方衛(wèi);員工試用期管理的合作博弈分析[J];華東經濟管理;2005年08期
4 趙曙明;杜娟;;基于勝任力模型的人力資源管理研究[J];經濟管理;2007年06期
5 徐芳;孫媛媛;沙偉影;;結構洞理論與中介組織的網絡招聘[J];經濟理論與經濟管理;2007年10期
6 劉衛(wèi)華;呂全國;章晉明;;提高人才招聘有效性的綜合途徑[J];科技創(chuàng)業(yè)月刊;2006年08期
7 裴敬;;人力資源招聘問題研究[J];科技情報開發(fā)與經濟;2006年02期
8 劉建平;;如何進行招聘有效性評估[J];科技信息;2011年13期
9 朱軍;童夏雨;曠開源;;招聘有效性研究[J];企業(yè)經濟;2006年07期
10 賈艷琴;;企業(yè)生命周期與人才招聘渠道的選擇[J];企業(yè)家天地;2006年11期
相關碩士學位論文 前5條
1 雷鳴;企業(yè)有效招聘模式的實施與評價[D];武漢科技大學;2008年
2 劉唯丹;基于勝任力模型的企業(yè)人力資源招聘體系研究[D];天津大學;2007年
3 朱海林;企業(yè)員工招聘有效性評價體系研究[D];湖南大學;2008年
4 周旭武;結構方程模型方法的實現與應用[D];大連理工大學;2009年
5 賈軍偉;基于勝任素質模型的企業(yè)招聘體系研究[D];蘭州大學;2010年
本文編號：2435970
本文鏈接：http://sikaile.net/guanlilunwen/shengchanguanlilunwen/2435970.html
最近更新
教材專著
