企业人才招聘有效性评价研究

发布时间：2019-03-07 09:02

【摘要】：本文研究的主要目的是建立一套企业人才招聘有效性评价体系，运用结构方程原理构建企业人才招聘有效性评价模型，为企业有目的、有意识地提高招聘有效性提供依据。论文采用实证分析与规范分析相结合以及定性分析与定量分析相结合等方法进行研究工作。首先，介绍了企业招聘有效性评价研究的背景、意义、国内外研究现状和研究内容及方法，阐述了招聘、招聘有效性、胜任力和博弈论的相关理论，，为研究企业人才招聘有效性评价奠定了理论基础。其次，建立了企业人才招聘有效性评价的二级、三级指标，六个二级指标分别为招聘方法的有效性、招聘人员的专业能力、招聘成本的投入度、应聘者的适应性、应聘者的胜任力以及双方信息的真实度。将三级指标作为调查问卷主体部分问题设立的依据，详细阐述指标内容以及相互间关系，并通过分析提出企业人才招聘有效性评价假设。再次，构建企业人才招聘有效性评价结构方程模型，导入数据后进行模型拟合以及模型修正，从结果中可得出提高企业人才招聘有效性的影响力度由大到小依次为：企业招聘成本投入度、应聘者的胜任力、应聘者的适应性、招聘人员的专业能力、招聘方法的效度以及双方信息真实度。最后，以神州数码2011/12财年招聘进展表为数据基础，针对这一财年的空缺岗位进行访谈。总结出各个职位未招聘到岗的数量和原因，最终得出六个原因所造成的人员流失对总流失的贡献率，根据数据的分析结果提出改进神州数码企业人才招聘有效性的对策：优化招聘方法、提高专业人员能力以及创造良好的企业环境。
[Abstract]:The main purpose of this paper is to establish a set of enterprise talent recruitment effectiveness evaluation system, using the structural equation principle to construct the enterprise talent recruitment effectiveness evaluation model, to provide the basis for enterprises to improve the recruitment effectiveness consciously and purposefully. This paper uses the combination of empirical analysis and normative analysis, qualitative analysis and quantitative analysis to carry on the research work. First of all, this paper introduces the background, significance, research status, contents and methods of enterprise recruitment effectiveness evaluation, and expounds the relevant theories of recruitment, recruitment effectiveness, competency and game theory. It lays a theoretical foundation for the evaluation of the effectiveness of talent recruitment in enterprises. Secondly, the two-level, three-level index and six two-level index of enterprise talent recruitment effectiveness evaluation are established, which are the effectiveness of recruitment method, the professional ability of recruiter, the investment degree of recruitment cost, and the adaptability of candidate, respectively. The competence of the candidate and the truthfulness of the information between the two parties. This paper takes the three-level index as the basis for the establishment of the main part of the questionnaire, expounds the content of the index and the relationship between them in detail, and puts forward the hypothesis of the evaluation of the effectiveness of talent recruitment in enterprises through the analysis. Thirdly, it constructs the structural equation model of enterprise talent recruitment effectiveness evaluation, and then carries on the model fitting and the model modification after importing the data. From the results, it can be concluded that the influence of improving the effectiveness of talent recruitment from large to small is as follows: the investment degree of enterprise recruitment cost, the competency of candidates, the adaptability of candidates, the professional ability of recruiters, and so on. The validity of recruitment method and the authenticity of both parties' information. Finally, based on the recruitment progress table of Shenzhou Digital 2011 / 12, an interview was conducted for the vacant positions in this fiscal year. Sum up the number and reasons why each position is not recruited, and finally get the contribution rate of the staff drain to the total loss caused by the six reasons. According to the results of data analysis, this paper puts forward the countermeasures to improve the effectiveness of talent recruitment in Shenzhou digital enterprises: optimizing the recruitment methods, improving the ability of professionals and creating a good enterprise environment.
【学位授予单位】：燕山大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.6

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