本文關(guān)鍵詞： 招聘 招聘管理 勝任力　出處：《鄭州大學》2017年碩士論文　論文類型：學位論文

【摘要】：改革開放以來,我國房地產(chǎn)開發(fā)及建筑行業(yè)不斷繁榮并憑借其迅猛的行業(yè)發(fā)展勢頭、豐厚的從業(yè)人員待遇吸引著廣大包括應屆大學生、社會在職人員等在內(nèi)的擇業(yè)者,營造了激烈的從業(yè)資格競爭。然而近年來我國房地產(chǎn)開發(fā)及建筑行業(yè)卻逐漸呈現(xiàn)出“轉(zhuǎn)冷”趨勢,隨著政府對房地產(chǎn)和建筑行業(yè)調(diào)控力度不斷升級和宏觀政策的整體把控,我國房地產(chǎn)開發(fā)及建筑行業(yè)發(fā)展趨勢呈現(xiàn)整體回落,行業(yè)內(nèi)所提供的就業(yè)崗位普遍減少,行業(yè)總體意愿從業(yè)人員規(guī)模不斷萎縮,使得房地產(chǎn)開發(fā)及建筑行業(yè)內(nèi)部的人才競爭環(huán)境更加嚴峻,努力構(gòu)建和不斷優(yōu)化企業(yè)員工招聘管理體系顯得迫在眉睫。為了對公司員工招聘管理體系問題研究有更進一步和更深入的了解與認識,本文以河南本土的早期地產(chǎn)開發(fā)公司XT公司為研究對象,首先,在對國內(nèi)外不同學者關(guān)于招聘的內(nèi)涵、有效性和勝任力研究等相關(guān)思路觀點以及與本文相關(guān)的人力資源核心概念和理論模進行整合后,明確了本文的主要研究內(nèi)容、思路、方法和主要特色;其次,文章以對XT公司內(nèi)外部環(huán)境的宏觀分析進行展開,分析講解了當前內(nèi)、外部環(huán)境要素對XT公司招聘管理工作的具體影響,通過深入挖掘XT公司在招聘管理工作實踐中暴露出的問題,利用人力資源管理的相關(guān)理論模型深入剖析其存在的弊病和成因所在,從而得出結(jié)論:面試流程復雜冗長、用人崗位定位不清晰和崗位同人員之間的匹配度不高是XT公司員工招聘管理工作的最大制約因素;最后,針對XT公司員工招聘管理工作的問題現(xiàn)狀提出具有針對性的多方面整改措施對招聘體系的方案進行優(yōu)化設(shè)計,包括制定科學的人力資源戰(zhàn)略規(guī)劃、優(yōu)化集團人力資源招聘流程設(shè)計、建立招聘管理評估體系和建立人力資源招聘體系的保障措施等,從而實現(xiàn)XT公司招聘管理體系的優(yōu)化升級。本文從戰(zhàn)略高度對中小型房地產(chǎn)民營企業(yè)的人才招聘體系構(gòu)建和優(yōu)化路徑進行相應的研究探討,在具體研究過程中不斷完善傳統(tǒng)的人才篩選技術(shù)、采用多種招聘渠道的組合創(chuàng)新、綜合運用相關(guān)前沿技術(shù)進行人才甄選,從招聘體系的長遠性考慮來研究招聘體系,重點研究現(xiàn)有潛在員工的招聘管理細節(jié)把控。其研究思維彰顯了本文相關(guān)研究成果在研究高度、研究角度和研究深度上的鮮明特色,在提高XT公司人力資源管理招聘體系優(yōu)化、增強公司招聘體系穩(wěn)定性、務實性和預見性的同時也為國內(nèi)同類企業(yè)的招聘管理工作提升提供了相關(guān)借鑒和思考,對提高公司招聘管理的工作效率和招聘質(zhì)量、優(yōu)化公司員工的招聘管理體系、啟發(fā)同行業(yè)的人力資源管理水平提升改進具有重要的理論和現(xiàn)實意義。
[Abstract]:Since the reform and opening up, the real estate development and construction industry in our country has been booming, and with the rapid development of the industry, the rich treatment of employees attracts a broad range of people, including new college students, social workers and so on. However, in recent years, the real estate development and construction industry in China has gradually shown a trend of "turning cold". With the government's continuous upgrading of the regulation and control of the real estate and construction industries and the overall control of macro policies, The development trend of the real estate development and construction industry in our country has dropped down as a whole, the number of jobs provided in the industry has generally decreased, and the scale of the industry's overall willingness to work has been shrinking. It makes the competition environment for talents in the real estate development and construction industry more severe. It is urgent to build and optimize the employee recruitment management system. In order to study the problem of employee recruitment management system, we should have a better understanding and understanding. This paper takes XT Company, an early real estate development company in Henan Province, as the research object. Firstly, the connotation of recruitment of different scholars at home and abroad is discussed. After integrating the related ideas, such as effectiveness and competence research, and the core concepts and theoretical models of human resources related to this paper, the main contents, ideas, methods and main characteristics of this paper are clarified. Based on the macro analysis of the internal and external environment of XT Company, this paper analyzes and explains the specific influence of the elements of the internal and external environment on the recruitment management of XT Company. By digging into the problems exposed in the practice of recruitment management in XT Company, and using the relevant theoretical model of human resource management, the defects and causes are analyzed in depth, and the conclusion is drawn that the interview process is complicated and long. The lack of clear position and the lack of matching between the positions are the most restrictive factors in the recruitment management of XT Company. Finally, Aiming at the current situation of XT company's employee recruitment management, this paper puts forward some targeted measures to optimize and design the recruitment system, including the formulation of scientific human resources strategic planning. Optimize the design of the HR recruitment process, set up the recruitment management evaluation system and establish the human resources recruitment system safeguard measures, etc. In order to realize the optimization and upgrading of XT recruitment management system, this paper makes a corresponding study on the construction and optimization path of the talent recruitment system of small and medium-sized private real estate enterprises from a strategic perspective. In the specific research process, we constantly improve the traditional talent screening technology, adopt the combination and innovation of various recruitment channels, comprehensively use the relevant frontier technology to select talents, and study the recruitment system from the perspective of the long-term nature of the recruitment system. The emphasis is on the detail control of the recruitment management of potential employees. Its research thinking highlights the distinct characteristics of the related research results in this paper in terms of research height, research angle and research depth, and improves the optimization of the recruitment system of human resources management in XT Company. Enhancing the stability, practicability and foresight of the recruitment system of the company also provides relevant reference and reflection for the promotion of the recruitment management work of the similar enterprises in China, which can improve the efficiency and quality of the recruitment management of the company. It is of great theoretical and practical significance to optimize the recruitment management system of employees and to enlighten the level of human resource management in the same industry.
【學位授予單位】：鄭州大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F299.233.4

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