本文關(guān)鍵詞：YS軟件公司招聘管理體系構(gòu)建研究　出處：《吉林大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 人力資源管理 招聘管理 招聘管理體系

【摘要】：隨著知識經(jīng)濟(jì)的深化,企業(yè)所處的商業(yè)環(huán)境不斷變化,人力資源管理作為現(xiàn)代企業(yè)管理中的關(guān)鍵一環(huán),正越來越受到各行各業(yè)的重視。招聘是人力資源管理的重要組成部分,主要用來及時(shí)滿足企業(yè)對各類崗位的人才需求。關(guān)鍵崗位人才的招募與儲備尤為重要,因?yàn)殛P(guān)鍵崗位人才的缺失不僅會影響企業(yè)正常的運(yùn)營活動(dòng),在特殊時(shí)期甚至還能夠決定企業(yè)的成與敗。本文的目的在于建立一套適用于YS軟件公司的招聘管理體系,為YS軟件公司在招聘管理范疇出現(xiàn)的問題提出解決方案。只有建立健全、完善的招聘管理體系,才能持續(xù)穩(wěn)定的解決人力資源在源頭上的問題。在本文中主要采用了文獻(xiàn)分析法、案例分析法、統(tǒng)計(jì)分析法和理論與實(shí)踐結(jié)合法。首先,通過查閱人力資源領(lǐng)域的相關(guān)文獻(xiàn),明確了招聘相關(guān)理論的內(nèi)涵和實(shí)踐方法,對隨后的招聘管理體系的建立及相關(guān)管理方案的產(chǎn)生起到了很大的推動(dòng)作用。其次,本文對YS軟件公司招聘管理現(xiàn)狀進(jìn)行了深入的調(diào)查和分析,分析過程中,采用了統(tǒng)計(jì)分析法,對YS軟件公司員工的基本檔案信息做全面梳理。通過統(tǒng)計(jì)與招聘相關(guān)的重點(diǎn)口徑,為論文提供定量的數(shù)據(jù)支持。調(diào)查的結(jié)果顯示,在YS軟件公司的招聘管理工作中存在著幾個(gè)問題,一是缺乏科學(xué)、合理的人力資源規(guī)劃;二是缺乏工作分析做基礎(chǔ);三是招聘渠道單一;四是招聘缺乏標(biāo)準(zhǔn)性、規(guī)范性和專業(yè)性,專業(yè)能力甄選的方法單一且涵蓋內(nèi)容不全面,面試方法缺乏科學(xué)、合理的安排,且主觀因素居多,錄用缺乏客觀依據(jù);五是招聘效果評估缺乏科學(xué)合理性。經(jīng)過深入分析,筆者認(rèn)為造成YS軟件公司上述問題的根本原因是YS軟件公司管理層的觀念和管理思想陳舊,對人力資源管理工作不夠重視,仍舊把人力資源管理工作定位在傳統(tǒng)人事管理和行政支持的層面,缺乏對現(xiàn)代人力資源管理的角色認(rèn)識和科學(xué)管理。YS軟件公司管理層沒有把人力資源管理視為實(shí)現(xiàn)企業(yè)目標(biāo)的重要戰(zhàn)略伙伴,所以導(dǎo)致了YS軟件公司出現(xiàn)了人力資源管理工作乏力、招聘與甄選的環(huán)節(jié)缺乏完善的招聘管理體系支撐等問題,招聘管理工作陷入混亂。為了解決上述在YS軟件公司招聘管理工作中出現(xiàn)的問題,本文將重點(diǎn)放在了YS軟件公司招聘管理體系的構(gòu)建上。招聘管理體系是招聘前期的規(guī)劃和準(zhǔn)備、招聘實(shí)施過程的簡歷篩選、筆試測評、面試與錄用等環(huán)節(jié),以及招聘后期進(jìn)行的招聘效果評估等一系列工作進(jìn)行全局規(guī)劃的一個(gè)整體流程。本文首先設(shè)計(jì)明確了YS軟件公司招聘管理體系構(gòu)建應(yīng)該遵循的具體原則,其次把招聘管理體系分成了準(zhǔn)備期、實(shí)施期和評估總結(jié)期三個(gè)階段進(jìn)行構(gòu)建。在準(zhǔn)備期內(nèi)要完成人力資源規(guī)劃、工作分析和相應(yīng)的招聘計(jì)劃;在實(shí)施期內(nèi)要完成簡歷篩選、筆試、面試和錄用決策;評估和反饋期內(nèi)要完成的主要工作內(nèi)容是招聘效果評估和招聘總結(jié)。為了新的體系能夠真正地投入到公司的日常管理運(yùn)營活動(dòng),本文提出了該體系的實(shí)施步驟遵循PDCA法。此外,還設(shè)計(jì)了YS軟件公司招聘管理體系實(shí)施的保障措施,主要包括組織保障、技術(shù)保障和管理保障三個(gè)維度。招聘工作作為企業(yè)人力資源管理工作的關(guān)鍵環(huán)節(jié),是企業(yè)獲得人力資源的重要方式和途徑,招聘工作的質(zhì)量和效率對于企業(yè)來說意義重大,關(guān)乎企業(yè)的生存和發(fā)展。健全的招聘管理體系能夠保障企業(yè)招聘工作的質(zhì)量和效率,進(jìn)而推動(dòng)公司的不斷向好發(fā)展。本文中YS軟件公司的招聘管理體系構(gòu)建是一個(gè)從無到有的過程,并不是對現(xiàn)有健全體系的模式和內(nèi)涵的突破和創(chuàng)新,由于作者工作經(jīng)驗(yàn)的不足和學(xué)術(shù)水平的有限,調(diào)查分析不夠深入和全面,構(gòu)建的體系停留在“基礎(chǔ)版”層面,而在現(xiàn)實(shí)中,想要在此工作范疇的綜合競爭力脫穎而出,還需要大量的工作和創(chuàng)新,因此任重而道遠(yuǎn)。
[Abstract]:With the deepening of the knowledge economy, the enterprise's constantly changing business environment, human resources management is the key of modern enterprise management in a ring, is attracting more and more attention from all walks of life. The recruitment is an important part of human resource management, mainly to enterprises in a timely manner to meet the various positions of the talent demand of key position talents recruitment. And the reserve is particularly important, because of the lack of talent in key positions will not only affect the normal operation in the special period even can decide the success or failure of enterprises. The purpose of this paper is to establish a set of suitable for YS software company's recruitment management system, put forward the solution for the YS software company appeared in the category of recruitment management problems only establish and improve the recruitment, management system, the problem can be sustained and stable to solve human resource in the source. The paper mainly used in this paper With analysis method, case analysis method, statistical analysis method and combination method of theory and practice. Firstly, through the relevant literature in the field of human resources, defines the connotation and practice method of recruitment related theory, then the establishment of recruitment management system and related management scheme of production has played a significant role in promoting the second. In this paper, in-depth investigation and Analysis on the status quo of YS recruitment management software company, in the process of analysis, using the statistical analysis method, the basic file information to make an overall review of the YS software company employees. Through statistics and recruitment related key caliber, to provide quantitative data support for the thesis. The survey results show that in YS the software company's recruitment management in the existence of several problems, one is the lack of scientific and reasonable human resource planning; the two is the lack of job analysis basis; three is the recruitment channel is single; four is the lack of recruitment Standard, standardization and specialization, professional ability and the selection method of single content is not comprehensive, the interview method is lack of scientific, reasonable arrangement, the majority and subjective factors, lack of employment objective basis; five is the recruitment to assess the effect of the lack of scientific rationality. Through in-depth analysis, the author thinks that the fundamental cause of the problem of YS software company is the YS software company's management idea and the management idea obsolete, do not pay enough attention to the work of human resources management, human resources management work still located in the traditional personnel management and administrative support level, the lack of understanding of the role of the modern human resource management and scientific management of the.YS software company management does not have the human resources management as an important the strategic partnership to achieve business goals, resulting in the YS software company appeared in the work of human resource management is weak, part of the lack of perfect recruitment and selection The recruitment management system supporting issues such as recruitment management confusion. In order to solve the management work in the recruitment of YS software company in the problem, this paper will focus on the construction of recruitment management system of YS software company. Recruitment management system is in the early stage of planning and preparing for recruitment, recruitment selection, implementation process resume written evaluation, interviewing and hiring and other sectors, as well as the recruitment of post recruitment effect assessment and a series of work, a whole process of overall planning. Firstly, clear the specific design principles of recruitment management system YS software company construction should follow, followed by the recruitment management system is divided into the preparation stage, implementation stage and evaluation summary period the three stages of construction. To complete the human resource planning in preparation period, job analysis and the corresponding recruitment plan; complete resume screening in the implementation period, pen Test, interview and employment decision; assessment and feedback period to the main content of the work is the completion of the recruitment evaluation and recruitment. In order to summarize the new system can truly into the daily management activities of the company, this paper puts forward the steps of the system following the PDCA method. In addition, also designed the security measures for the implementation of recruitment management the system of YS software company, mainly including the organizational guarantee, technical guarantee and management guarantee three dimensions. The recruitment is the key link of the enterprise human resources management, is an important way of enterprise human resources recruitment, the quality and efficiency of the work of great significance for the enterprises, related to the survival and development of enterprises. Sound recruitment management system can guarantee the enterprise recruitment work quality and efficiency, and promote the continuous development of the company. In this paper the good YS software company recruitment management system The construction is a process from scratch, and not on the existing sound system mode and the connotation of breakthrough and innovation, due to lack of work experience and academic level is limited, the investigation and analysis of in-depth and comprehensive, the system remains in the "basic" level, but in reality, the comprehensive competitiveness of want to work category the talent shows itself, we still need a lot of work and innovation, so it has a long way to go.

【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F49

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