本文關(guān)鍵詞：X集團(tuán)員工招聘管理體系研究　出處：《吉林大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 招聘管理 崗位分析 勝任力 招聘評(píng)估 人職匹配分析

【摘要】：進(jìn)入21世紀(jì)，，我國(guó)房地產(chǎn)開(kāi)發(fā)及建筑行業(yè)成為社會(huì)普遍關(guān)注的熱門領(lǐng)域，其行業(yè)發(fā)展勢(shì)頭的迅猛以及行業(yè)從業(yè)人員豐厚的待遇對(duì)廣大擇業(yè)者具有巨大的吸引力，許多專業(yè)相關(guān)的應(yīng)屆大學(xué)生及在職人員都力求能夠獲得進(jìn)入業(yè)內(nèi)優(yōu)秀企業(yè)的就業(yè)機(jī)會(huì)，從業(yè)資格競(jìng)爭(zhēng)十分激烈。然而隨著國(guó)家宏觀政策的調(diào)控方向發(fā)生變化，調(diào)控力度不斷升級(jí)，房地產(chǎn)開(kāi)發(fā)及建筑行業(yè)開(kāi)始“轉(zhuǎn)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(dǎo)致社會(huì)就業(yè)人群的擇業(yè)方向也隨之調(diào)整，選擇進(jìn)入該領(lǐng)域的人數(shù)總量大幅下滑。 行業(yè)發(fā)展趨勢(shì)的回落，導(dǎo)致行業(yè)企業(yè)的競(jìng)爭(zhēng)環(huán)境更加嚴(yán)峻，對(duì)人才的渴求程度更高，然而“招聘難招好員工更難”卻成為當(dāng)前行業(yè)企業(yè)普遍面臨的問(wèn)題，尤其是對(duì)于中小企業(yè)來(lái)講，由于在資金、資質(zhì)等方面不具有競(jìng)爭(zhēng)優(yōu)勢(shì)，其自身經(jīng)營(yíng)發(fā)展更是依賴于人才的引進(jìn)與培養(yǎng)。本文以X集團(tuán)作為研究樣本，在對(duì)X集團(tuán)當(dāng)前招聘管理工作存在的問(wèn)題進(jìn)行深入挖掘的同時(shí)，通過(guò)人力資源招聘管理相關(guān)理論的分析研究，得出導(dǎo)致X集團(tuán)招聘管理工作問(wèn)題出現(xiàn)的成因所在；并在此基礎(chǔ)上，從規(guī)劃落實(shí)、制定計(jì)劃、組織實(shí)施以及效果評(píng)估等多方面針對(duì)性的提出相關(guān)整改措施，以達(dá)到優(yōu)化集團(tuán)招聘管理體系、提高集團(tuán)招聘管理工作效率、提升招聘管理質(zhì)量水平、乃至最終全面提升集團(tuán)招聘管理體系對(duì)集團(tuán)人力資源規(guī)劃工作的支持力度的目的。具體的措施內(nèi)容包括人力資源部經(jīng)理通過(guò)制定科學(xué)的集團(tuán)人力資源戰(zhàn)略規(guī)劃，以提高對(duì)集團(tuán)總體戰(zhàn)略的支持與落實(shí)水平；優(yōu)化當(dāng)前集團(tuán)人力資源招聘管理流程設(shè)計(jì)，在制定招聘計(jì)劃環(huán)節(jié)中重點(diǎn)提高崗位分析工作的全面性與準(zhǔn)確性，確保其對(duì)之后招聘工作實(shí)施具有有效的指導(dǎo)作用；在招聘工作實(shí)施過(guò)程中，注重對(duì)應(yīng)聘者同應(yīng)聘崗位之間的人職匹配分析以及勝任力隱性要素的測(cè)評(píng)，同時(shí)通過(guò)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(shí)施水平，從而促進(jìn)招聘成果的效率和質(zhì)量；在人員錄取環(huán)節(jié)，一方面通過(guò)加強(qiáng)合同管理，有效規(guī)避集團(tuán)員工非正常離職所帶來(lái)的用人風(fēng)險(xiǎn)，有效約束員工行為，另一方面加強(qiáng)新入職員工培訓(xùn)工作以提高對(duì)員工進(jìn)一步評(píng)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(qiáng)對(duì)招聘工作的評(píng)估工作，建立包括數(shù)量、質(zhì)量、效率和成本四個(gè)維度的評(píng)估指標(biāo)體系，分別從過(guò)程和結(jié)果兩方面全面分析招聘管理整個(gè)流程，從而有效促進(jìn)X集團(tuán)招聘管理體系不斷完善升級(jí)。
[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(xué)位授予單位】：吉林大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F299.233.4

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