大数据时代下网络招聘有效性研究

发布时间：2018-03-24 17:46

本文选题：大数据　切入点：网络招聘　出处：《中南林业科技大学》2017年硕士论文

【摘要】：在互联网深入发展的大背景下,人力资源管理也步入了网络管理的时代,企业人才网络招聘逐渐取代传统招聘模式,成为企业人才招聘的主要形式。在互联网大环境下,传统招聘模式覆盖率低、效率差、成本高的弊端逐渐显现,同时随着互联网对各个行业的渗透,传统行业也倾向采用互联网招聘的方式。网络招聘无论是招聘成本的减少、招聘广告受众范围的扩大、招聘信息发布的快捷度、招聘过程中的有效互动等,都为企业和应聘者双方带来巨大的益处,同时也为该地区的人才流动与经济发展起到一定的促进作用。因此,网络招聘成为企业和应聘者的首选。但是,网络招聘在在实际应用过程中还存在诸如信息量过大、通过率低、招聘效果不理想等问题,不利于企业人力资源管理的实施。为提高网络招聘有效性,企业采取了一系列措施,取得了一定的成效,但是整体效果并不理想。究其原因,主要是对影响网络招聘有效性的因素缺乏系统、客观的了解。因此现阶段有必要对网络招聘有效性的影响因素和提升网络招聘有效性的措施进行系统深入的研究,为企业采取有效对策提供理论指导和借鉴。论文基于全国范围的问卷调查,通过理论研究与实证分析相结合的方法,首先对大数据、网络招聘有效性相关概念进行了研究与界定,并且用文献研究法对国内外关于大数据、网络招聘以及网络招聘有效性的相关文献的研究动态进行了系统梳理和述评,为论文的后续研究提供了文献依据与理论基础。接着分析了大数据时代网络招聘的现状和存在的问题。然后,在已有研究成果的基础上,从招聘企业、招聘网站和应聘者三个层面构建了网络招聘有效性量表并构建了网络招聘有效性测量模型,提出了关于各因素与网络招聘有效性关系的研究假设。在此基础上,论文从三个方面对网络招聘有效性的影响因素进行了描述性统计分析。接着论文以“网络招聘整体有效性”作为因变量,以招聘企业因素、招聘网站因素、应聘者因素3个指标下的9个二级指标作为自变量,运用Logisic回归模型对各影响因素对网络招聘整体有效性的影响强度与方向进行了实证分析,以对前文提出的9个假设进行验证,达到进一步了解网络招聘有效性影响因素的目的。最后,论文从从招聘企业层面、招聘网站层面和应聘者层面提出了促进网络招聘整体有效性的对策与建议。
[Abstract]:Under the background of the deep development of the Internet, human resource management has also stepped into the era of network management. The enterprise talent network recruitment has gradually replaced the traditional recruitment mode and become the main form of enterprise talent recruitment. The disadvantages of the traditional recruitment mode are low coverage, low efficiency and high cost. At the same time, with the penetration of the Internet to the various industries, the traditional industry also tends to use the Internet recruitment method. The expansion of the audience of recruitment advertisements, the quickness of the publication of recruitment information, the effective interaction in the recruitment process, etc., all bring enormous benefits to both enterprises and candidates. At the same time, it also plays a certain role in promoting the flow of talents and economic development in the region. Therefore, online recruitment has become the first choice for enterprises and candidates. However, in the practical application of online recruitment, there is still a lot of information, such as too much information. In order to improve the effectiveness of online recruitment, enterprises have taken a series of measures and achieved certain results. But the overall effect is not ideal. The main reason is the lack of system for the factors that affect the effectiveness of online recruitment. Objective understanding. Therefore, at this stage, it is necessary to make a systematic and in-depth study on the factors affecting the effectiveness of online recruitment and the measures to enhance the effectiveness of online recruitment. This paper, based on a nationwide questionnaire survey, combines theoretical research with empirical analysis, first of all, to big data, This paper studies and defines the related concepts of the effectiveness of online recruitment, and systematically combs and reviews the research trends of relevant literature on big data, online recruitment and the effectiveness of online recruitment at home and abroad with the method of literature research. This paper provides the literature basis and theoretical basis for the follow-up study of the thesis. Then, it analyzes the current situation and existing problems of online recruitment in big data era. Then, on the basis of the existing research results, from the recruitment enterprises, This paper constructs the online recruitment validity scale and the measurement model of the online recruitment effectiveness at the three levels of the recruitment website and the candidates, and puts forward the research hypotheses about the relationship between the various factors and the online recruitment effectiveness. This paper makes a descriptive statistical analysis of the influencing factors of the effectiveness of online recruitment from three aspects. Then, the paper takes "the overall effectiveness of online recruitment" as the dependent variable, and takes the factors of recruitment enterprises and recruitment websites as dependent variables. As independent variables, 9 secondary indicators of three factors of candidates are used as independent variables, and Logisic regression model is used to analyze the influence intensity and direction of influencing factors on the overall effectiveness of online recruitment. To verify the nine hypotheses mentioned above, the purpose of further understanding the factors affecting the effectiveness of online recruitment is achieved. Finally, from the recruitment enterprise level, The strategies and suggestions to promote the overall effectiveness of online recruitment are put forward at the level of recruitment website and applicant.
【学位授予单位】：中南林业科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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