本文選題：戰(zhàn)略人力資源管理 + 校園招聘�。� 參考：《電子科技大學(xué)》2014年碩士論文

【摘要】：隨著21世紀(jì)的到來,企業(yè)的競爭日趨激烈,其歸根結(jié)底演變?yōu)閷θ瞬诺臓帄Z。而企業(yè)不僅要招募有經(jīng)驗的人員,還要花大量的人力、財力來招募應(yīng)屆大學(xué)生作為長期穩(wěn)定發(fā)展的基石,因此校園招聘對企業(yè)的長期發(fā)展有著重要的戰(zhàn)略意義。本文采用文獻(xiàn)法、調(diào)研法、訪談法、對比分析法,從戰(zhàn)略人力資源管理、人職匹配、成就動機、人才測評等基礎(chǔ)理論的研究出發(fā),分析了J公司的校園招聘現(xiàn)狀與問題,并提出和總結(jié)了完整的校園招聘由調(diào)研、準(zhǔn)備、實施、反饋4個階段組成,企業(yè)應(yīng)將校園招聘作為獲取青年人才的主要渠道,根據(jù)自身實際情況制定和實施校園招聘,通過科學(xué)的人才測評工具和方法篩選符合企業(yè)標(biāo)準(zhǔn)的人才,并將理論與實際情況相結(jié)合不斷優(yōu)化方案。校園招聘計劃如何開展與企業(yè)的人力資源戰(zhàn)略制定密切相關(guān),即以人力資源規(guī)劃的制定工作為先,以人力資源規(guī)劃為基石,使企業(yè)戰(zhàn)略與招聘計劃相結(jié)合。而企業(yè)招聘計劃的制定要確定招聘數(shù)量與類型,使用崗位分析、職位說明、筆面試來定校園招聘的標(biāo)準(zhǔn)。校園招聘是一個為期3個月到半年或者更長時間的工作,企業(yè)要制定出完整、詳盡的招聘方案作為實施基礎(chǔ)。因此,前期的規(guī)劃,即準(zhǔn)備工作的質(zhì)量會對校園招聘的結(jié)果產(chǎn)生影響,同時諸多內(nèi)外部環(huán)境如企業(yè)吸引人才的政策、高校政策、地方落戶政策等也有重要影響。在整個校園招聘實施環(huán)節(jié)中有2個環(huán)節(jié)很重要:宣講會,即通過企業(yè)與學(xué)生近距離接觸的方式來讓學(xué)生了解企業(yè)發(fā)展情況、招聘職位、薪酬福利等,以此吸引學(xué)生投遞簡歷;測評方法與工具,即通過現(xiàn)代化的、科學(xué)的工具來篩選出合格的學(xué)生。在校園招聘實施后,企業(yè)還應(yīng)時刻關(guān)注招募進(jìn)來的學(xué)生,通過不同的方式來保留這些學(xué)生。本文使用SWOT分析工具、人力資源管理診斷模型對國內(nèi)校園招聘的大環(huán)境與J公司人力資源的戰(zhàn)略層面進(jìn)行一定分析;使用量化評價和掙得值分析法對校園招聘的效果進(jìn)行評價,這樣可對整體工作的開展進(jìn)度與費用進(jìn)行掌控與評估,以便達(dá)到最佳的階段性校園招聘效果。本文通過對J公司校園招聘方案的優(yōu)化與實施,最終得出校園招聘是企業(yè)獲取年輕人才的主要渠道和科學(xué)地使用人才測評方法與工具才能篩選出符合企業(yè)標(biāo)準(zhǔn)的人才的結(jié)論,希望對其它公司在未來的校園招聘工作開展中有指導(dǎo)作用。
[Abstract]:With the arrival of the 21 st century, the competition of enterprises is becoming more and more fierce, which, in the final analysis, evolves into the competition for talents. Enterprises should not only recruit experienced personnel, but also spend a lot of human and financial resources to recruit new college students as the cornerstone of long-term stable development. Therefore, campus recruitment has an important strategic significance for the long-term development of enterprises. Based on the research of the basic theories of strategic human resource management, personnel matching, achievement motivation, talent evaluation and so on, this paper analyzes the current situation and problems of J Company's campus recruitment by means of literature, investigation, interview and comparative analysis. The whole campus recruitment is composed of four stages: investigation, preparation, implementation and feedback. The enterprise should take the campus recruitment as the main channel to obtain young talents, and make and implement the campus recruitment according to its actual situation. Through scientific talent evaluation tools and methods to select qualified personnel in line with the enterprise standards, and combine theory with the actual situation to constantly optimize the program. How to develop the campus recruitment plan is closely related to the establishment of the human resource strategy of the enterprise, that is to say, the enterprise strategy and the recruitment plan should be combined with the human resource planning as the foundation stone and the human resource planning as the first step. And the enterprise recruitment plan to determine the number and type of recruitment, using job analysis, job descriptions, pen interviews to determine the campus recruitment criteria. Campus recruitment is a 3-month-to-6-year or longer period of work, enterprises to develop a complete, detailed recruitment plan as the basis for implementation. Therefore, the early planning, that is, the quality of the preparatory work will have an impact on the results of campus recruitment, at the same time, many internal and external environment such as enterprises to attract talent policies, university policies, local policies also have an important impact. In the whole campus recruitment implementation link there are two very important links: the propaganda session, namely through the enterprise and the student close contact way to let the student understand the enterprise development situation, the recruitment position, the salary and the welfare, so as to attract the student to submit the resume; Evaluation methods and tools, that is, through modern, scientific tools to screen qualified students. After campus recruitment, companies should also keep an eye on students recruited and retain them in different ways. This paper uses the SWOT analysis tool, the human resource management diagnosis model to carry on the certain analysis to the domestic campus recruitment environment and the J company human resources strategic level, uses the quantification appraisal and the earned value analysis method to evaluate the campus recruitment effect. In this way, the overall progress and cost of the work can be controlled and evaluated, in order to achieve the best stage of campus recruitment effect. Through the optimization and implementation of J Company's campus recruitment program, this paper concludes that campus recruitment is the main channel for enterprises to obtain young talents and scientific use of talent evaluation methods and tools to screen out qualified personnel in line with enterprise standards. Hope to other companies in the future campus recruitment work in the development of guidance.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F416.72;F272.92

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