【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(píng)價(jià)體系，運(yùn)用結(jié)構(gòu)方程原理構(gòu)建企業(yè)人才招聘有效性評(píng)價(jià)模型，為企業(yè)有目的、有意識(shí)地提高招聘有效性提供依據(jù)。論文采用實(shí)證分析與規(guī)范分析相結(jié)合以及定性分析與定量分析相結(jié)合等方法進(jìn)行研究工作。 首先，介紹了企業(yè)招聘有效性評(píng)價(jià)研究的背景、意義、國內(nèi)外研究現(xiàn)狀和研究內(nèi)容及方法，闡述了招聘、招聘有效性、勝任力和博弈論的相關(guān)理論，，為研究企業(yè)人才招聘有效性評(píng)價(jià)奠定了理論基礎(chǔ)。 其次，建立了企業(yè)人才招聘有效性評(píng)價(jià)的二級(jí)、三級(jí)指標(biāo)，六個(gè)二級(jí)指標(biāo)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(yīng)聘者的適應(yīng)性、應(yīng)聘者的勝任力以及雙方信息的真實(shí)度。將三級(jí)指標(biāo)作為調(diào)查問卷主體部分問題設(shè)立的依據(jù)，詳細(xì)闡述指標(biāo)內(nèi)容以及相互間關(guān)系，并通過分析提出企業(yè)人才招聘有效性評(píng)價(jià)假設(shè)。 再次，構(gòu)建企業(yè)人才招聘有效性評(píng)價(jià)結(jié)構(gòu)方程模型，導(dǎo)入數(shù)據(jù)后進(jìn)行模型擬合以及模型修正，從結(jié)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(yīng)聘者的勝任力、應(yīng)聘者的適應(yīng)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(shí)度。 最后，以神州數(shù)碼2011/12財(cái)年招聘進(jìn)展表為數(shù)據(jù)基礎(chǔ)，針對(duì)這一財(cái)年的空缺崗位進(jìn)行訪談�？偨Y(jié)出各個(gè)職位未招聘到崗的數(shù)量和原因，最終得出六個(gè)原因所造成的人員流失對(duì)總流失的貢獻(xiàn)率，根據(jù)數(shù)據(jù)的分析結(jié)果提出改進(jìn)神州數(shù)碼企業(yè)人才招聘有效性的對(duì)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(xué)位授予單位】：燕山大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.6

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本文編號(hào)：2435970