本文關鍵詞：X集團員工招聘管理體系研究　出處：《吉林大學》2014年碩士論文　論文類型：學位論文

  更多相關文章： 招聘管理 崗位分析 勝任力 招聘評估 人職匹配分析

【摘要】：進入21世紀，，我國房地產開發(fā)及建筑行業(yè)成為社會普遍關注的熱門領域，其行業(yè)發(fā)展勢頭的迅猛以及行業(yè)從業(yè)人員豐厚的待遇對廣大擇業(yè)者具有巨大的吸引力，許多專業(yè)相關的應屆大學生及在職人員都力求能夠獲得進入業(yè)內優(yōu)秀企業(yè)的就業(yè)機會，從業(yè)資格競爭十分激烈。然而隨著國家宏觀政策的調控方向發(fā)生變化，調控力度不斷升級，房地產開發(fā)及建筑行業(yè)開始“轉冷”，行業(yè)企業(yè)發(fā)展受到影響，提供的就業(yè)崗位減少，總體行業(yè)從業(yè)規(guī)模萎縮，而由此導致社會就業(yè)人群的擇業(yè)方向也隨之調整，選擇進入該領域的人數(shù)總量大幅下滑。 行業(yè)發(fā)展趨勢的回落，導致行業(yè)企業(yè)的競爭環(huán)境更加嚴峻，對人才的渴求程度更高，然而“招聘難招好員工更難”卻成為當前行業(yè)企業(yè)普遍面臨的問題，尤其是對于中小企業(yè)來講，由于在資金、資質等方面不具有競爭優(yōu)勢，其自身經營發(fā)展更是依賴于人才的引進與培養(yǎng)。本文以X集團作為研究樣本，在對X集團當前招聘管理工作存在的問題進行深入挖掘的同時，通過人力資源招聘管理相關理論的分析研究，得出導致X集團招聘管理工作問題出現(xiàn)的成因所在；并在此基礎上，從規(guī)劃落實、制定計劃、組織實施以及效果評估等多方面針對性的提出相關整改措施，以達到優(yōu)化集團招聘管理體系、提高集團招聘管理工作效率、提升招聘管理質量水平、乃至最終全面提升集團招聘管理體系對集團人力資源規(guī)劃工作的支持力度的目的。具體的措施內容包括人力資源部經理通過制定科學的集團人力資源戰(zhàn)略規(guī)劃，以提高對集團總體戰(zhàn)略的支持與落實水平；優(yōu)化當前集團人力資源招聘管理流程設計，在制定招聘計劃環(huán)節(jié)中重點提高崗位分析工作的全面性與準確性，確保其對之后招聘工作實施具有有效的指導作用；在招聘工作實施過程中，注重對應聘者同應聘崗位之間的人職匹配分析以及勝任力隱性要素的測評，同時通過提高用人部門參與面試工作的參與度和重視度，提高面試工作的實施水平，從而促進招聘成果的效率和質量；在人員錄取環(huán)節(jié)，一方面通過加強合同管理，有效規(guī)避集團員工非正常離職所帶來的用人風險，有效約束員工行為，另一方面加強新入職員工培訓工作以提高對員工進一步評定及培養(yǎng)工作的能力水平；此外優(yōu)化后的招聘體系將加強對招聘工作的評估工作，建立包括數(shù)量、質量、效率和成本四個維度的評估指標體系，分別從過程和結果兩方面全面分析招聘管理整個流程，從而有效促進X集團招聘管理體系不斷完善升級。
[Abstract]:In 21th century, China's real estate development and construction industry has become a popular area of social concern. The rapid development of the industry and the rich treatment of the industry employees to the vast number of job seekers have a great appeal. Many new college students and in-service professionals are striving to obtain employment opportunities to enter excellent enterprises in the industry, and the competition for their qualifications is very fierce. However, the direction of regulation and control has changed with the national macro policy. Regulation and control efforts continue to upgrade, real estate development and construction industry began to "cool", the development of industry enterprises affected, provide fewer jobs, the overall size of the industry shrinking. As a result, the employment orientation of social workers has been adjusted, and the total number of people who choose to enter the field has dropped sharply. With the decline of industry development trend, the competition environment of industry enterprises is more severe, and the demand for talents is higher. However, "it is more difficult to recruit good employees" has become a common problem faced by current industry enterprises. Especially for small and medium-sized enterprises, due to the lack of competitive advantages in capital, qualifications and other aspects, its own business development is dependent on the introduction and cultivation of talent. This paper takes X Group as the research sample. At the same time, through the analysis of the theory of human resource recruitment management, this paper analyzes the problems existing in the current recruitment management of X Group. The causes of the problems in the recruitment management of X Group are obtained. And on this basis, from the planning implementation, formulation plans, organizational implementation and effect evaluation and other aspects of targeted measures to improve the group recruitment management system. Improve the efficiency of recruitment management, improve the quality of recruitment management. Finally, the purpose of the group recruitment management system to support the group human resources planning work. The specific measures include the human resources department manager through the formulation of scientific group human resources strategic planning. To improve the overall strategy of the group support and implementation level; Optimize the current group human resources recruitment management process design, in the development of recruitment plans to focus on improving the integrity and accuracy of post analysis, to ensure that it has an effective role in the implementation of recruitment; In the recruitment implementation process, pay attention to the job matching analysis between the candidate and the job candidates, as well as the evaluation of the hidden elements of competence, and at the same time, improve the participation and importance of the employment department in the interview. Improve the level of job interview implementation, thereby promoting the efficiency and quality of recruitment results; On the one hand, through strengthening the contract management, we can effectively avoid the employment risk caused by the abnormal turnover of the group employees, and effectively restrain the employees' behavior. On the other hand, strengthen the training of new staff to improve the ability of further evaluation and training of staff; In addition, the optimized recruitment system will strengthen the evaluation of recruitment work, and establish an evaluation index system including four dimensions: quantity, quality, efficiency and cost. The whole process of recruitment management is analyzed from two aspects of process and result respectively, so as to effectively promote the continuous improvement and upgrading of recruitment management system of X Group.
【學位授予單位】：吉林大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F299.233.4

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