数据处理分析应用于A集团人才招聘的策略研究

发布时间：2018-04-22 06:15

本文选题：A集团 + 人力资源　；参考：《安徽大学》2017年硕士论文

【摘要】：招聘是人力资源管理中一个非常基础而又非常关键的环节。大数据时代,企业的招聘工作需要人力资源部门减少主观性,多依靠准确有效的数据处理分析。将数据处理分析应用于企业的人才挖掘、培训、跟踪、管理,是人力资源管理更新升级的重要方式。招聘的科学性、有效性决定着一个企业的整体人才水平,对企业尤其是集团公司的长远发展起着至关重要的作用。集团公司规模大、业务广、职工多、管理难度系数高,人力资源可以说是集团公司中的一道重要的生命线,如何从万千求职者中寻求到适合本集团公司的人才,如何合理地配置这些人才以最大程度发挥人才价值,需要集团公司人力资源管理部门认真地思考和研究。本文在以往专家学者的研究基础上,通过文献分析、实地调研、案例研究等方法,对数据处理分析、人才、招聘等概念进行了界定,分析了A集团人才招聘的现状以及存在的问题,并就如何改进A集团的人才招聘工作提出一些对策和建议。全文共分为五个部分。第一部分阐述了研究背景,分析了当前国内外大数据及其处理分析应用于集团公司人才招聘的研究现状,剖析了研究意义和目的,梳理了研究思路、方法以及可能的创新点。第二部分是相关概念的界定及相关理论基础,分别介绍了数据处理分析、人才、招聘、集团公司这些概念及有关人才招聘及数据处理分析方面的基础理论。第三部分是A集团人才招聘的现状和存在的问题及成因分析,通过对A集团人力资源结构招聘周期、招聘人数、招聘流程等相关的数据进行分析,总结出A集团人才招聘存在的具体问题,如招聘方式过于传统、人才流失率较高、人力资源预测差及招聘难、用人岗位定位不清晰、人岗匹配度低、人力资源规划滞后于发展战略等,针对这些问题进行了成因分析。第四部分是关于A集团人才招聘的改进对策探讨,针对A集团人才招聘存在的三个方面问题提出了具有一定实际操作意义的改进对策。如:应用大数据升级人力资源招聘系统;应用关联分析进行员工素质分析;应用粗糙集理论进行绩效评估预测;应用"云计算"的优势进行云招聘等。第五部分为研究结论与展望,概括总结了研究成果,分析了研究不足以及未来需进一步开展的研究工作。
[Abstract]:Recruitment is a very basic and crucial link in human resource management. In big data's time, human resources departments should reduce subjectivity and rely on accurate and effective data processing and analysis. It is an important way to update and upgrade human resource management by applying data processing analysis to talent mining, training, tracking and management of enterprises. The scientific and effective recruitment determines the overall talent level of an enterprise, and plays a vital role in the long-term development of the enterprise, especially the group company. The group company has large scale, wide business, many employees, high management difficulty coefficient, human resources can be said to be an important lifeline in the group company, how to find the suitable talents from the thousands of job seekers, How to reasonably allocate these talents to maximize the value of talents requires the human resource management department of the group company to seriously think and study. Based on the previous research of experts and scholars, this paper defines the concepts of data processing and analysis, talent and recruitment by means of literature analysis, field investigation, case study, etc. This paper analyzes the present situation and existing problems of talent recruitment in Group A, and puts forward some countermeasures and suggestions on how to improve the recruitment of talents in Group A. The full text is divided into five parts. The first part describes the background of the research, analyzes the current situation of big data and its processing analysis applied to the recruitment of talents in the group company, analyzes the significance and purpose of the research, and combs the research ideas, methods and possible innovation points. The second part is the definition of related concepts and related theoretical basis, respectively introduced the data processing analysis, talent, recruitment, group of these concepts and related talent recruitment and data processing analysis of the basic theory. The third part is the current situation, existing problems and causes of A group talent recruitment, through the analysis of A group human resources structure recruitment cycle, number of recruiters, recruitment process and other relevant data. This paper summarizes the specific problems existing in the recruitment of talents in Group A, such as excessive traditional recruitment methods, high wastage rate of talents, poor prediction of human resources and difficulty in recruiting, unclear position orientation and low matching degree of personnel and post. Human resource planning lags behind the development strategy, and the causes of these problems are analyzed. The fourth part is about A group talent recruitment improvement countermeasure discussion, has proposed the improvement countermeasure which has the certain practical operation significance to the A group talented person recruitment existence three aspects question. For example: using big data to upgrade the human resources recruitment system; applying correlation analysis to analyze the quality of employees; applying rough set theory to performance evaluation and forecasting; applying the advantage of "cloud computing" to cloud recruitment and so on. The fifth part is the conclusion and prospect of the research, summarizes the research results, analyzes the deficiency of the research and the further research work needed to be carried out in the future.
【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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