Y公司人才招聘體系優(yōu)化設(shè)計
發(fā)布時間：2019-05-29 19:51
【摘要】：在市場化和全球化的大背景下,人類邁入了知識經(jīng)濟(jì)的時代。在新的時代,人力資源對經(jīng)濟(jì)發(fā)展的促進(jìn)作用更加明顯。對于企業(yè)來說,擁有一支高素質(zhì)的人力資源隊伍是企業(yè)生存和發(fā)展的關(guān)鍵因素。企業(yè)生存和發(fā)展離不開激烈的競爭,而對人力資源的競爭,構(gòu)成了競爭的重要部分。這表現(xiàn)在知識經(jīng)濟(jì)時代,人力資源的流動性進(jìn)一步加大,人力資源的競爭在企業(yè)之間愈演愈烈,企業(yè)通過各種途徑吸引和招攬人才。其中,招聘作為人才引進(jìn)的一種重要方式,正越來越多的受到企業(yè)的重視。因為,招聘既是企業(yè)向外界展示本身形象的窗口,又是企業(yè)找到合格員工的重要方式�？梢哉f,招聘的成功,為企業(yè)管理的成功理奠定了良好的基礎(chǔ)和可靠的人力保障。象很多企業(yè)一樣,作為水利企業(yè)的Y企業(yè),也高度重視招聘工作,并在工作實踐中,勇于探索,嘗試著試行了新的人力資源招聘模式,并取得了較好的效果。但是,隨著公司業(yè)務(wù)的擴(kuò)大,經(jīng)營管理活動的更加復(fù)雜化,市場的變化,對人力資源的要求更高,對人力資源補充的速度也要求的更快。Y企業(yè)的人力資源部門仍然采用過去沿襲下來的招聘制度及模式,已經(jīng)不能適應(yīng)新形勢的發(fā)展需要。公司的高層領(lǐng)導(dǎo)、公司業(yè)務(wù)部門、公司的員工,甚至人力資源部門自身,也對目前的招聘產(chǎn)生的懷疑,認(rèn)為到了必須改革的地步了。那么如何改革?就成為了一個重要的內(nèi)容。人力資源方面的改革往往牽一發(fā)動全身,必須十分慎重。針對Y公司的人才招聘問題,這篇論文進(jìn)行了初步的分析和探討,總結(jié)了Y企業(yè)的基本情況,人力資源狀況和目前的招聘現(xiàn)狀,運用人力資源的招聘理論,剖析了Y企業(yè)人才招聘的問題。并在上述分析的基礎(chǔ)上,提出了Y企業(yè)人才招聘的優(yōu)化方案,優(yōu)化方案從準(zhǔn)備、實施和評估三個階段,人力資源規(guī)劃、工作分析、招聘計劃,招聘渠道、招聘實施及招聘總結(jié)等六個環(huán)節(jié)著手,對人力資源招聘進(jìn)行了優(yōu)化。通過優(yōu)化,以期改善人力資源招聘的管理,增進(jìn)企業(yè)的效益,使企業(yè)人力資源管理更加適應(yīng)現(xiàn)代企業(yè)制度發(fā)展的要求,為企業(yè)的發(fā)展提供堅定的支撐。
[Abstract]:Under the background of marketization and globalization, human beings have entered the era of knowledge economy. In the new era, the role of human resources in promoting economic development is more obvious. For enterprises, having a high-quality human resources team is the key factor for the survival and development of enterprises. The survival and development of enterprises can not be separated from the fierce competition, and the competition for human resources constitutes an important part of the competition. This is manifested in the era of knowledge economy, the mobility of human resources is further increased, the competition of human resources is becoming more and more intense among enterprises, enterprises attract and recruit talents through various ways. Among them, recruitment, as an important way of introducing talents, is being paid more and more attention by enterprises. Because recruitment is not only a window for enterprises to show their image to the outside world, but also an important way for enterprises to find qualified employees. It can be said that the success of recruitment has laid a good foundation and reliable manpower guarantee for the success of enterprise management. Like many enterprises, Y enterprises, as water conservancy enterprises, attach great importance to recruitment, and in the work practice, dare to explore, try to try out a new human resources recruitment model, and achieved good results. However, with the expansion of the company's business, the complexity of business and management activities, the changes in the market, and the higher requirements for human resources, The speed of replenishment of human resources is also required faster. The human resources departments of Y enterprises still adopt the recruitment system and mode inherited from the past, which can no longer meet the needs of the development of the new situation. The company's senior leaders, the company's business units, the company's employees, and even the human resources department itself, are sceptical about the current recruitment, arguing that it must be reformed. So how to reform? Has become an important content. Human resources reform often leads to the whole body, must be very cautious. Aiming at the problem of talent recruitment in Y company, this paper makes a preliminary analysis and discussion, summarizes the basic situation of Y enterprise, the situation of human resources and the present situation of recruitment, and applies the recruitment theory of human resources. This paper analyzes the problems of talent recruitment in Y enterprises. On the basis of the above analysis, this paper puts forward the optimization scheme of talent recruitment in Y enterprise, which is composed of three stages: preparation, implementation and evaluation, human resources planning, job analysis, recruitment plan and recruitment channels. Recruitment implementation and recruitment summary and other six links to optimize the recruitment of human resources. Through optimization, in order to improve the management of human resources recruitment, enhance the efficiency of enterprises, make enterprise human resources management more adapt to the requirements of the development of modern enterprise system, and provide firm support for the development of enterprises.
【學(xué)位授予單位】：鄭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92
本文編號：2488180
[Abstract]:Under the background of marketization and globalization, human beings have entered the era of knowledge economy. In the new era, the role of human resources in promoting economic development is more obvious. For enterprises, having a high-quality human resources team is the key factor for the survival and development of enterprises. The survival and development of enterprises can not be separated from the fierce competition, and the competition for human resources constitutes an important part of the competition. This is manifested in the era of knowledge economy, the mobility of human resources is further increased, the competition of human resources is becoming more and more intense among enterprises, enterprises attract and recruit talents through various ways. Among them, recruitment, as an important way of introducing talents, is being paid more and more attention by enterprises. Because recruitment is not only a window for enterprises to show their image to the outside world, but also an important way for enterprises to find qualified employees. It can be said that the success of recruitment has laid a good foundation and reliable manpower guarantee for the success of enterprise management. Like many enterprises, Y enterprises, as water conservancy enterprises, attach great importance to recruitment, and in the work practice, dare to explore, try to try out a new human resources recruitment model, and achieved good results. However, with the expansion of the company's business, the complexity of business and management activities, the changes in the market, and the higher requirements for human resources, The speed of replenishment of human resources is also required faster. The human resources departments of Y enterprises still adopt the recruitment system and mode inherited from the past, which can no longer meet the needs of the development of the new situation. The company's senior leaders, the company's business units, the company's employees, and even the human resources department itself, are sceptical about the current recruitment, arguing that it must be reformed. So how to reform? Has become an important content. Human resources reform often leads to the whole body, must be very cautious. Aiming at the problem of talent recruitment in Y company, this paper makes a preliminary analysis and discussion, summarizes the basic situation of Y enterprise, the situation of human resources and the present situation of recruitment, and applies the recruitment theory of human resources. This paper analyzes the problems of talent recruitment in Y enterprises. On the basis of the above analysis, this paper puts forward the optimization scheme of talent recruitment in Y enterprise, which is composed of three stages: preparation, implementation and evaluation, human resources planning, job analysis, recruitment plan and recruitment channels. Recruitment implementation and recruitment summary and other six links to optimize the recruitment of human resources. Through optimization, in order to improve the management of human resources recruitment, enhance the efficiency of enterprises, make enterprise human resources management more adapt to the requirements of the development of modern enterprise system, and provide firm support for the development of enterprises.
【學(xué)位授予單位】：鄭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92
【參考文獻(xiàn)】
相關(guān)期刊論文 前2條
1 須輝;;淺談網(wǎng)絡(luò)招聘的發(fā)展趨勢[J];產(chǎn)業(yè)與科技論壇;2006年09期
2 黃建民;;招聘中的面試技巧[J];企業(yè)改革與管理;2006年09期
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