P公司员工招聘体系优化设计研究
发布时间：2018-08-12 11:30
【摘要】：台塑集团董事长王永庆曾说过：“一家企业最重要的东西：第一是人才,第二是人才,第三还是人才。”由此可见人才在当今企业管理中的重要地位。当今社会竞争日益激烈,企业要想在社会中站稳领先地位,归根到底还是人才的竞争。那么如何在经济全球化、竞争激烈化的大背景下,抢先吸引优秀的人才加入企业,并使他们能够和企业共同成长,已经成为当代的企业高层经营管理人员优先思索的重要问题。人力资源管理在现代企业扮演着越来越重要的角色,已成为决定企业生死存亡的关键性因素。人力资源管理工作的起点即是招聘管理工作,它对企业的生存和发展产生重要的影响。招聘管理工作为企业选拔岗位匹配人才的同时,也给企业发展提供持续的动力,是企业保持持久竞争力的关键。有效的招聘能为企业的长远经营和发展招揽到合适的人才,为企业创造不可估量的价值。本文的研究对象是P公司,P公司从行业划分上看属于金融背景下的保险行业,公司性质是国有控股的股份制公司。论文围绕P公司的招聘实践,以人力资源招聘相关理论为指导,对P公司当前的招聘工作进行梳理和分析,找出存在的问题并进行初步诊断,在此基础上有针对性的对公司招聘体系进行优化设计。通过对招聘体系进行优化设计,能够分清公司各个用人部门与人力资源部招聘的工作职责,梳理岗位职责及关键胜任力因素为招聘工作的顺利开展提供指引,同时建立完善科学系统的招聘体系,为推动和规范企业的整体人力资源招聘管理,解决当前P公司面临的招聘困局,实现公司的战略目标提供一定的理论依据。本文主要包括六部分内容。第一部分为绪论,介绍研究背景、内容、文献综述、方法及论文框架；第二部分是招聘的理论概述,介绍了招聘的概念、作用、渠道、流程等相关内容；第三部分对P公司的概况、人力资源现状、招聘实施现状进行系统的介绍；第四部分对P公司的招聘进行诊断,分析招聘实施过程中出现的问题；第五部分根据上述存在的问题,详细阐述其对应的优化设计方案,第六部分探讨公司执行优化方案的保障性因素。
[Abstract]:Wang Yongqing, chairman of Formosa Plastics Group, once said: "the most important thing in an enterprise is talent, second talent, and third talent." This shows that talent in today's enterprise management is an important position. Nowadays, the competition in society is becoming more and more fierce. In the final analysis, it is the competition of talents that enterprises want to stand the leading position in the society. Under the background of economic globalization and fierce competition, how to attract outstanding talents to join enterprises and make them grow together with enterprises has become an important issue for senior management personnel of contemporary enterprises to think about first. Human resource management plays a more and more important role in modern enterprises and has become the key factor to determine the survival of enterprises. The starting point of human resource management is recruitment management, which has an important impact on the survival and development of enterprises. The job of recruitment and management is the key for enterprises to maintain their lasting competitive power, while selecting suitable talents for their positions, and at the same time, providing a continuous driving force for the development of enterprises. Effective recruitment can attract suitable talents for the long-term management and development of enterprises, and create inestimable value for enterprises. The research object of this paper is that P company belongs to the insurance industry under the financial background from the view of industry division, and the nature of the company is a state-owned shareholding company. Based on the recruitment practice of P Company and the theory of human resource recruitment, this paper combs and analyzes the current recruitment work of P Company, finds out the existing problems and makes a preliminary diagnosis. On this basis, the company targeted recruitment system optimization design. Through the optimization design of the recruitment system, it can distinguish the job responsibilities of the various departments and the human resources department of the company, and comb the job responsibilities and key competency factors to provide guidance for the smooth development of the recruitment work. At the same time, it is necessary to establish and perfect the recruitment system of scientific system, which will provide some theoretical basis for promoting and standardizing the overall human resource recruitment management of enterprises, solving the recruitment difficulties faced by company P at present, and realizing the company's strategic objectives. This paper mainly includes six parts. The first part introduces the research background, content, literature review, methods and the framework of the thesis, the second part is the theoretical overview of recruitment, introduces the concept, role, channels, processes and other related content; The third part introduces the general situation of P company, the present situation of human resources, the current situation of recruitment implementation, the fourth part of the P company recruitment diagnosis, analysis of the problems in the recruitment implementation process; In the fifth part, according to the problems mentioned above, the corresponding optimal design scheme is described in detail, and the sixth part discusses the supporting factors of the company's implementation of the optimization scheme.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F842.3
[Abstract]:Wang Yongqing, chairman of Formosa Plastics Group, once said: "the most important thing in an enterprise is talent, second talent, and third talent." This shows that talent in today's enterprise management is an important position. Nowadays, the competition in society is becoming more and more fierce. In the final analysis, it is the competition of talents that enterprises want to stand the leading position in the society. Under the background of economic globalization and fierce competition, how to attract outstanding talents to join enterprises and make them grow together with enterprises has become an important issue for senior management personnel of contemporary enterprises to think about first. Human resource management plays a more and more important role in modern enterprises and has become the key factor to determine the survival of enterprises. The starting point of human resource management is recruitment management, which has an important impact on the survival and development of enterprises. The job of recruitment and management is the key for enterprises to maintain their lasting competitive power, while selecting suitable talents for their positions, and at the same time, providing a continuous driving force for the development of enterprises. Effective recruitment can attract suitable talents for the long-term management and development of enterprises, and create inestimable value for enterprises. The research object of this paper is that P company belongs to the insurance industry under the financial background from the view of industry division, and the nature of the company is a state-owned shareholding company. Based on the recruitment practice of P Company and the theory of human resource recruitment, this paper combs and analyzes the current recruitment work of P Company, finds out the existing problems and makes a preliminary diagnosis. On this basis, the company targeted recruitment system optimization design. Through the optimization design of the recruitment system, it can distinguish the job responsibilities of the various departments and the human resources department of the company, and comb the job responsibilities and key competency factors to provide guidance for the smooth development of the recruitment work. At the same time, it is necessary to establish and perfect the recruitment system of scientific system, which will provide some theoretical basis for promoting and standardizing the overall human resource recruitment management of enterprises, solving the recruitment difficulties faced by company P at present, and realizing the company's strategic objectives. This paper mainly includes six parts. The first part introduces the research background, content, literature review, methods and the framework of the thesis, the second part is the theoretical overview of recruitment, introduces the concept, role, channels, processes and other related content; The third part introduces the general situation of P company, the present situation of human resources, the current situation of recruitment implementation, the fourth part of the P company recruitment diagnosis, analysis of the problems in the recruitment implementation process; In the fifth part, according to the problems mentioned above, the corresponding optimal design scheme is described in detail, and the sixth part discusses the supporting factors of the company's implementation of the optimization scheme.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F842.3
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