U公司项目工程师招聘中人—组织匹配研究

发布时间：2018-04-20 02:13

本文选题：人-组织匹配 + 工作环境分析　；参考：《华东理工大学》2017年硕士论文

【摘要】：随着知识经济全球化时代的到来,企业竞争最终表现为人才的竞争。如何吸引和留住具有竞争力的人才就成为了每个企业生存与发展的关键。招聘不仅是企业获得所需人才的主要途径,而且招聘工作的成败或有效与否直接影响着企业运营效果,其与企业战略。传统的招聘是以岗位需求为首要条件,招聘人员关注的重点往往是应聘者所具备的知识、技能、能力是否满足空缺岗位的要求。由此方式进入企业的新员工有可能由于无法认同企业的核心价值观、组织目标、工作氛围等组织特征而离开公司。结果,人才大量流失,浪费企业资源同时,也严重影响了组织气氛和组织凝聚力。越来越多的企业意识到,人与组织匹配的招聘模式可以避免这些问题。U公司(上海)是一家全球化运营的半导体前道设备制造企业,所有经营活动实行项目化管理,项目工程师全程负责项目的完成质量和工作效率。项目工程师的招聘成本较高,但高昂的成本背后,并未给他们带来较高的工作满意度和工作绩效。本文从笔者在U公司人力资源部的工作体会和经验总结出发,通过对项目工程师的招聘过程与工作表现的观察与对比,发现项目工程师这一岗位招聘过程在人-组织匹配层面上暴露的问题与不足,并分析问题所在根源所在,重新反思U公司现行招聘制度和招聘方式,进一步探讨如何创新和变革一些招聘措施来实现人-组织匹配。在此基础上,本文设计了人-组织招聘的基本流程：工作环境分析、应聘者特质分析、人-组织匹配量表测试、真实工作预演、基于人-组织匹配的结构化面试,并对流程各环节进行探讨,最终目的是为提高U公司项目化运营质量来获得更高效益提供人才保障,并希望为类似企业招聘制度的建设与完善提供有益借鉴和启示。
[Abstract]:With the arrival of the era of knowledge economy globalization, the competition of enterprises is the competition of talents. How to attract and retain competitive talents has become the key to the survival and development of every enterprise. Recruitment is not only the main way for enterprises to obtain the required talents, but also the success or failure or effectiveness of the recruitment work directly affects the operation effect of the enterprises, and the strategy of the enterprises. Traditional recruitment is based on job demand, and recruiters pay attention to whether the knowledge, skills and ability of candidates can meet the requirements of vacant positions. New employees who enter the enterprise in this way may leave the company because they cannot identify with the organizational characteristics of the core values, organizational goals, working atmosphere, etc. As a result, the loss of talents and waste of enterprise resources also seriously affected the organizational climate and organizational cohesion. More and more enterprises are realizing that these problems can be avoided by a recruitment model that matches people with organizations. U (Shanghai) is a globally operated semiconductor front-end equipment manufacturing enterprise, with all its business activities being managed on a project basis. The project engineer is responsible for the quality and efficiency of the project. The hiring costs of project engineers are high, but the high costs do not bring them higher job satisfaction and performance. Based on the author's experience and experience in the Human Resources Department of U Company, the author observes and compares the recruitment process and performance of the project engineer. Find out the problems and deficiencies in the recruitment process of project engineer at the level of person-organization matching, and analyze the root of the problem, and rethink the current recruitment system and recruitment methods of U Company. Further explore how to innovate and change some recruitment measures to achieve human-organization matching. On this basis, this paper designs the basic process of human-organization recruitment: work environment analysis, trait analysis of candidates, person-organization matching scale test, real job rehearsal, and structured interview based on human-organization matching. The final purpose is to improve the project operation quality of U company to obtain higher benefit to provide talent security, and hope to provide useful reference and inspiration for the construction and improvement of recruitment system in similar enterprises.
【学位授予单位】：华东理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.6

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