本文選題：傳統(tǒng)招聘　切入點(diǎn)：社會(huì)化網(wǎng)絡(luò)招聘　出處：《西北農(nóng)林科技大學(xué)》2014年碩士論文

【摘要】：隨著市場經(jīng)濟(jì)的不斷深入,企業(yè)要在人才、技術(shù)、資源以及戰(zhàn)略等方面具備可靠性和先進(jìn)性,才能在激烈的競爭大局中生存與發(fā)展。人才的招聘是企業(yè)人力資源的輸入環(huán)節(jié),而人才質(zhì)量的高低對企業(yè)能否長期生存并持續(xù)發(fā)展起著決定性作用。在企業(yè)的戰(zhàn)略規(guī)劃前提下,招聘渠道的選擇決定了“人-組織匹配”的有效性程度,合理的選擇招聘渠道構(gòu)建適合本企業(yè)的招聘模式,對企業(yè)有著重要的意義。 在網(wǎng)絡(luò)全民化普及、社交媒體快速興起的時(shí)代,企業(yè)招聘模式以及招聘渠道的選擇也在發(fā)生著轉(zhuǎn)變。雖然傳統(tǒng)招聘渠道依然是目前各大企業(yè)進(jìn)行招聘活動(dòng)的主要媒介,但是以社會(huì)化網(wǎng)絡(luò)平臺(tái)為渠道的社會(huì)化網(wǎng)絡(luò)招聘以其獨(dú)特性和有效性,挑戰(zhàn)著傳統(tǒng)招聘長期的獨(dú)占地位。兩類招聘模式的運(yùn)行機(jī)理、適用范圍、效果各有不同,將傳統(tǒng)招聘與社會(huì)化網(wǎng)絡(luò)招聘進(jìn)行有機(jī)融合,將在一定程度上降低招聘時(shí)間、成本,提高招聘質(zhì)量,從而滿足企業(yè)人才戰(zhàn)略發(fā)展需要,進(jìn)一步滿足企業(yè)“人-組織匹配”的戰(zhàn)略要求。 本文以西安志勝機(jī)電有限公司這家以油田數(shù)字化、光纜項(xiàng)目施工,提供網(wǎng)絡(luò)通訊技術(shù)服務(wù)為主,設(shè)備、儀器銷售為輔的中小型民營企業(yè)作為研究對象,遵循“比較研究”方法的邏輯路線,以志勝公司近四年的招聘渠道應(yīng)用情況與招聘數(shù)據(jù)作為比較研究的基礎(chǔ),發(fā)現(xiàn)該企業(yè)招聘需求產(chǎn)生的三大階段,以及影響招聘渠道選擇的因素。并且,將志勝公司的崗位進(jìn)行了分類,說明其崗位需求特點(diǎn),對各崗位招聘渠道選擇的現(xiàn)狀進(jìn)行了說明,在此基礎(chǔ)上,對志勝公司傳統(tǒng)招聘和社會(huì)化網(wǎng)絡(luò)招聘各渠道的應(yīng)用情況進(jìn)行了時(shí)間、成本、數(shù)量、質(zhì)量四個(gè)方面的效果評估,發(fā)現(xiàn)各渠道優(yōu)劣和其適用的范圍。最后,在企業(yè)整體戰(zhàn)略及發(fā)展要求的背景下,按照企業(yè)招聘需求產(chǎn)生的階段,對其招聘崗位與渠道應(yīng)用效果進(jìn)行綜合分析,發(fā)現(xiàn)招聘渠道選擇的規(guī)律性,從而提出構(gòu)建新招聘模式——“一線多點(diǎn)”招聘模式的方案,從而幫助志勝公司提高招聘有效性,實(shí)現(xiàn)“人-組織匹配”的人力資源管理目標(biāo)。 此外,本文研究的招聘渠道均為適用于中小型民營企業(yè)的主流渠道,對于處在成長期的這類企業(yè),在選擇招聘渠道和構(gòu)建適合本公司招聘模式方面,具有一定的參考價(jià)值。
[Abstract]:With the deepening of market economy, enterprises must have reliability and advancement in talent, technology, resources and strategy, so as to survive and develop in the fierce competition. The recruitment of talents is the input link of enterprise human resources. The quality of talents plays a decisive role in the long-term survival and sustainable development of enterprises. Under the premise of strategic planning, the selection of recruitment channels determines the effectiveness of "person-organization matching". It is of great significance for the enterprise to choose the recruitment channel reasonably to construct the suitable recruitment mode for the enterprise. In the era of the popularity of the Internet and the rapid rise of social media, the mode of recruitment and the choice of recruitment channels are also changing, although the traditional recruitment channels are still the main media for the recruitment activities of major enterprises. However, the social network recruitment based on the social network platform is unique and effective, which challenges the monopolistic position of traditional recruitment for a long time. The operation mechanism, application scope and effect of the two kinds of recruitment modes are different. The organic integration of traditional recruitment and social network recruitment will reduce the recruitment time, cost, and improve the quality of recruitment to a certain extent, so as to meet the needs of the development of enterprise talent strategy. Further meet the strategic requirements of human-organization matching. This paper takes Xi'an Zhisheng Mechanical and Electrical Co., Ltd., a small and medium-sized private enterprise, which is mainly engaged in providing network communication technology service and supplemented by equipment and instrument sales, as the research object, taking the oil field digitization, optical cable project construction, providing network communication technology service as the main body, Following the logical route of "comparative research", and taking the application of recruitment channels and recruitment data of Zisheng Company in the past four years as the basis of comparative study, the author finds out the three major stages of recruitment demand in this enterprise. And the factors that affect the selection of recruitment channels. In addition, the posts of Zhisheng Company are classified, the characteristics of their post demand are explained, and the status quo of the selection of recruitment channels for each post is explained, on the basis of which, This paper evaluates the application of traditional recruitment channels and social network recruitment channels in Zhisheng Company in terms of time, cost, quantity and quality, and finds out the advantages and disadvantages of each channel and the scope of its application. Under the background of the enterprise's overall strategy and development requirements, according to the stage of the enterprise recruitment demand, this paper comprehensively analyzes the effect of the recruitment post and channel application, and finds out the regularity of the recruitment channel selection. Thus, the paper puts forward the scheme of constructing a new recruitment mode-"one line and multi-point" recruitment mode, so as to help Zhisheng Company to improve the effectiveness of recruitment and to realize the human resource management goal of "human-organization matching". In addition, the recruitment channels studied in this paper are all the mainstream channels suitable for small and medium-sized private enterprises, which have certain reference value in the selection of recruitment channels and the construction of suitable recruitment models for such enterprises in the growing period.
【學(xué)位授予單位】：西北農(nóng)林科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.4

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本文編號(hào)：1675784