L农药企业的一线员工招聘问题研究

发布时间：2018-02-19 23:39

本文关键词： 农药企业一线员工招聘问题　出处：《南京农业大学》2014年硕士论文　论文类型：学位论文

【摘要】：随着欧美国家环保标准越来越高,以及国际化分工越来越明细化,发达国家的原药及制剂生产能力逐步向发展中国家转移,国际农药大型企业纷纷在国内独资或合资开办工厂或设立研发中心,这一趋势对我国农药企业带来了进步,同时也对竞争力较弱的企业造成了很大程度的冲击。国家”十二五”规划中也明确了我国农药行业产业升级、兼并重组的脚步将会加快,农药生产将进一步向大型化、集约化方向发展,农药产品朝着高效、安全、经济和环境友好的方向发展。对于国内农药企业,尤其是百强农药企业而言,如果抓住机遇,企业将有机会借助国家政策扶持组建大型农药企业集团,甚至成为具有国际竞争力的农药企业。但在农药企业快速扩张的过程中,离不开人力资源的有效支持,而农药企业的一线员工因工作性质介于普工与技工之间、且具有招聘难、流动率高的特点,成为影响企业快速扩张的制约因素。因此,对一线员工的有效招聘成为农药企业人力资源管理工作的重点,本文拟通过L农药企业的一线员工招聘问题研究,寻找有效的解决方案,并提供类似企业在相关工作中予以参考。本文首先由介绍农药企业这一特殊的企业情况展开,说明了一线员工在其人力资源管理上的特殊性。然后利用问卷调查法、面谈法等研究方法,从招聘流程、招聘团队、招聘渠道、甄选机制等环节对L农药企业一线员工招聘问题进行分析,研究L农药企业是如何招募与聘用一线员工的,并发掘该公司招聘问题中存在的问题,展开对其招聘问题改进的讨论,帮助该公司制定一套更有效、更完善的一线员工招聘解决方案,使得该公司在竞争日益激烈的农药企业中取得自己的优势。其他农药企业或类似发展情景的行业中的企业也可以从本文的研究分析中得到启发和借鉴,从而建立合适的一线员工招聘及人力资源管理体系。
[Abstract]:As environmental standards in Europe and the United States become higher and higher, and the international division of labor becomes more and more detailed, the production capacity of raw medicines and formulations in developed countries is gradually shifting to developing countries. Large international pesticide enterprises have one after another set up factories or R & D centers in China, which has brought progress to Chinese pesticide enterprises. At the same time, it has also caused a great impact on enterprises with weak competitiveness. In the 12th Five-Year Plan of the State, it is also clear that China's pesticide industry will be upgraded, the pace of merger and reorganization will be quickened, and pesticide production will be further scaled up. Intensive development, pesticide products towards high efficiency, safety, economic and environmental friendly direction. For domestic pesticide enterprises, especially the top 100 pesticide enterprises, if seize the opportunity, Enterprises will have the opportunity to set up large pesticide enterprise groups with the help of national policies and even become internationally competitive pesticide enterprises. However, in the process of rapid expansion of pesticide enterprises, they cannot do without the effective support of human resources. The first-line employees of pesticide enterprises are restricted by the rapid expansion of enterprises because their working nature is between general workers and craftsmen, and it has the characteristics of difficult recruitment and high turnover rate. The effective recruitment of front-line staff has become the focus of human resource management in pesticide enterprises. This paper aims to find an effective solution through the research of front-line staff recruitment in L pesticide enterprises. This paper first introduces the special situation of pesticide enterprises, and explains the particularity of front-line employees in their human resource management. From the aspects of recruitment process, recruitment team, recruitment channel, selection mechanism and so on, this paper analyzes the recruitment of front-line staff in L pesticide enterprise, and studies how to recruit and employ front-line staff in L pesticide enterprise. It also explores the problems existing in the recruitment problem of the company, discusses the improvement of the recruitment problem, and helps the company develop a more effective and perfect solution for front-line staff recruitment. So that the company can gain its own advantages in the increasingly competitive pesticide enterprises. Other pesticide enterprises or similar development scenarios of the industry enterprises can also be inspired and learned from the research and analysis of this paper. In order to establish a suitable front-line staff recruitment and human resources management system.
【学位授予单位】：南京农业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.72

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