組織的成功取決于其員工的有效性。沒有高素質(zhì)的勞動(dòng)力,一個(gè)組織注定要有平庸的表現(xiàn)。組織的招聘和選拔實(shí)踐是人力資源管理最重要的職能之一。招聘和選拔勞動(dòng)力市場(chǎng)中最優(yōu)秀的人才涉及各種人力資源管理活動(dòng)。招聘和選拔作為一種人力資源管理職能,是在實(shí)現(xiàn)其最終目標(biāo)方面最關(guān)鍵地影響組織績(jī)效的活動(dòng)之一（Costello,2006）。根據(jù)Beer等人（1984）的說(shuō)法,招募和選拔不僅試圖吸引,獲得和保留組織實(shí)現(xiàn)戰(zhàn)略目標(biāo)所需的人力資源的數(shù)量和質(zhì)量,而且還可能對(duì)其組成產(chǎn)生重大影響。勞動(dòng)力,員工與組織的需求和文化以及長(zhǎng)期就業(yè)穩(wěn)定性的最終契合。有效利用招聘和甄選政策和做法也可以改善員工的承諾和績(jī)效,并減少他們的缺勤率和離職率。該研究的主要目的是確定X公司現(xiàn)有的招聘和選拔實(shí)踐。該公司總部設(shè)在上海,本研究的重點(diǎn)是招聘和選擇兩個(gè)非常重要的職位X公司,即業(yè)務(wù)發(fā)展經(jīng)理和財(cái)務(wù)顧問(wèn)。由于公司業(yè)務(wù)的性質(zhì),這兩個(gè)職位主要由外國(guó)人才占據(jù)。通過(guò)識(shí)別公司遇到的挑戰(zhàn),并提供優(yōu)化策略和建議,以改善他們的招聘和選拔過(guò)程。本研究報(bào)告還回顧了有關(guān)招募和選拔的文獻(xiàn)。X公司使用外部和內(nèi)部招聘來(lái)源。它將討論五個(gè)理論框架:人力資本理論,資源依賴?yán)碚?五大人格... 

【文章來(lái)源】：上海外國(guó)語(yǔ)大學(xué)上海市 211工程院校 教育部直屬院校

【文章頁(yè)數(shù)】：98 頁(yè)

【學(xué)位級(jí)別】：碩士

【文章目錄】：
Acknowledgements
摘要
Abstract
Chapter One Introduction
    1.1.Introduction to the Research
        1.1.1.Research Background
        1.1.2.Research Objective
    1.2.Research Significance
        1.2.1.Theoretical Significance
        1.2.2.Practical Significance
    1.3.Research Content and Structure
        1.3.1.Research Content
        1.3.2.Process of the Research
        1.3.3.Research Structure
    1.4.Research Methodology and Innovation
        1.4.1.Methodology
        1.4.2.Innovation
Chapter Two Theoretical Background and Literature Review
    2.1.Theoretical Framework
        2.1.1.Human Capital Theory
        2.1.2.Resource Dependency Theory
        2.1.3.Big Five Personality Theory
        2.1.4.Impression Management Theory
        2.1.5.Holland’s Career Tendency Theory
    2.2.Literature Review
        2.2.1.Recruitment and Selection Process in HRM
        2.2.2.Sources of Recruitment
        2.2.3.Selection Process
        2.2.4.Factors Affecting Recruitment and Selection
        2.2.5.Literature Review Conclusion
Chapter Three Company X Management and Recruitment Status
    3.1.External Environmental PEST Analysis
        3.1.1.Political Environment
        3.1.2.Economic Environment
        3.1.3.Social Environment
        3.1.4.Technological Environment
    3.2.Foreign Talents in Shanghai
    3.3.Company Background
    3.4.Overview of Company X Challenges
    3.5.Recruitment and Selection Process of Company X
        3.5.1.Recruitment Process
        3.5.2.Selection Process
    3.6.Summary
Chapter Four Company X Recruitment and Selection Survey and Problem Diagnosis
    4.1.Survey
        4.1.1.Survey Design
        4.1.2.Survey Process
        4.1.3.Survey Sample
    4.2.Data Analysis
        4.2.1.Questionnaires
            4.2.1.1.Recruitment and Selection Practices of Company X
            4.2.1.2.Recruitment Channels of Company X
            4.2.1.3.Challenges Associated with the Recruitment and Selection Practice of Company X
            4.2.1.4.Effectiveness of the Recruitment and Selection Processes
        4.2.2.Interviews
            4.2.2.1.Interview Outlines
            4.2.2.2.Interview Process
            4.2.2.3.Analyzing the Interview Data
    4.3.Problem Diagnosis
        4.3.1.The Timeline
        4.3.2.The Complexity of the Process
        4.3.3.Inefficient Recruiting Process
        4.3.4.Finding People Who Want to Relocate
        4.3.5.Attracting the Right Candidate
    4.4.Conclusion
Chapter Five Optimization Strategies for Company X Recruitment and Selection Process
    5.1.Optimization Strategies
        5.1.1.Shorter Recruitment Cycle
        5.1.2.Turn Recruitment into a Competitive Advantage
        5.1.3.Improve the Candidate Options when Recruiting
        5.1.4.Use Data-Driven Decision Making
        5.1.5.Use Innovative Screening and Interviewing Techniques
    5.2.Implementation Plans for Company X Recruitment and Selection Process
        5.2.1.Automate the Recruitment and Selection Process
        5.2.2.Move to Data-driven Decision Making
        5.2.3.Streamline the Interview Process
        5.2.4.Optimize for Mobile
Chapter Six Conclusion
    6.1.Answers to the Research Questions
    6.2.Main Conclusion
    6.3.Practical Conclusion
    6.4.Research Limitations
    6.5.Future Research
References
List of Figures
List of Tables



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