西安志胜机电有限公司传统招聘与社会化网络招聘的比较研究

发布时间：2018-03-28 09:42

本文选题：传统招聘　切入点：社会化网络招聘　出处：《西北农林科技大学》2014年硕士论文

【摘要】：随着市场经济的不断深入,企业要在人才、技术、资源以及战略等方面具备可靠性和先进性,才能在激烈的竞争大局中生存与发展。人才的招聘是企业人力资源的输入环节,而人才质量的高低对企业能否长期生存并持续发展起着决定性作用。在企业的战略规划前提下,招聘渠道的选择决定了“人-组织匹配”的有效性程度,合理的选择招聘渠道构建适合本企业的招聘模式,对企业有着重要的意义。在网络全民化普及、社交媒体快速兴起的时代,企业招聘模式以及招聘渠道的选择也在发生着转变。虽然传统招聘渠道依然是目前各大企业进行招聘活动的主要媒介,但是以社会化网络平台为渠道的社会化网络招聘以其独特性和有效性,挑战着传统招聘长期的独占地位。两类招聘模式的运行机理、适用范围、效果各有不同,将传统招聘与社会化网络招聘进行有机融合,将在一定程度上降低招聘时间、成本,提高招聘质量,从而满足企业人才战略发展需要,进一步满足企业“人-组织匹配”的战略要求。本文以西安志胜机电有限公司这家以油田数字化、光缆项目施工,提供网络通讯技术服务为主,设备、仪器销售为辅的中小型民营企业作为研究对象,遵循“比较研究”方法的逻辑路线,以志胜公司近四年的招聘渠道应用情况与招聘数据作为比较研究的基础,发现该企业招聘需求产生的三大阶段,以及影响招聘渠道选择的因素。并且,将志胜公司的岗位进行了分类,说明其岗位需求特点,对各岗位招聘渠道选择的现状进行了说明,在此基础上,对志胜公司传统招聘和社会化网络招聘各渠道的应用情况进行了时间、成本、数量、质量四个方面的效果评估,发现各渠道优劣和其适用的范围。最后,在企业整体战略及发展要求的背景下,按照企业招聘需求产生的阶段,对其招聘岗位与渠道应用效果进行综合分析,发现招聘渠道选择的规律性,从而提出构建新招聘模式——“一线多点”招聘模式的方案,从而帮助志胜公司提高招聘有效性,实现“人-组织匹配”的人力资源管理目标。此外,本文研究的招聘渠道均为适用于中小型民营企业的主流渠道,对于处在成长期的这类企业,在选择招聘渠道和构建适合本公司招聘模式方面,具有一定的参考价值。
[Abstract]:With the deepening of market economy, enterprises must have reliability and advancement in talent, technology, resources and strategy, so as to survive and develop in the fierce competition. The recruitment of talents is the input link of enterprise human resources. The quality of talents plays a decisive role in the long-term survival and sustainable development of enterprises. Under the premise of strategic planning, the selection of recruitment channels determines the effectiveness of "person-organization matching". It is of great significance for the enterprise to choose the recruitment channel reasonably to construct the suitable recruitment mode for the enterprise. In the era of the popularity of the Internet and the rapid rise of social media, the mode of recruitment and the choice of recruitment channels are also changing, although the traditional recruitment channels are still the main media for the recruitment activities of major enterprises. However, the social network recruitment based on the social network platform is unique and effective, which challenges the monopolistic position of traditional recruitment for a long time. The operation mechanism, application scope and effect of the two kinds of recruitment modes are different. The organic integration of traditional recruitment and social network recruitment will reduce the recruitment time, cost, and improve the quality of recruitment to a certain extent, so as to meet the needs of the development of enterprise talent strategy. Further meet the strategic requirements of human-organization matching. This paper takes Xi'an Zhisheng Mechanical and Electrical Co., Ltd., a small and medium-sized private enterprise, which is mainly engaged in providing network communication technology service and supplemented by equipment and instrument sales, as the research object, taking the oil field digitization, optical cable project construction, providing network communication technology service as the main body, Following the logical route of "comparative research", and taking the application of recruitment channels and recruitment data of Zisheng Company in the past four years as the basis of comparative study, the author finds out the three major stages of recruitment demand in this enterprise. And the factors that affect the selection of recruitment channels. In addition, the posts of Zhisheng Company are classified, the characteristics of their post demand are explained, and the status quo of the selection of recruitment channels for each post is explained, on the basis of which, This paper evaluates the application of traditional recruitment channels and social network recruitment channels in Zhisheng Company in terms of time, cost, quantity and quality, and finds out the advantages and disadvantages of each channel and the scope of its application. Under the background of the enterprise's overall strategy and development requirements, according to the stage of the enterprise recruitment demand, this paper comprehensively analyzes the effect of the recruitment post and channel application, and finds out the regularity of the recruitment channel selection. Thus, the paper puts forward the scheme of constructing a new recruitment mode-"one line and multi-point" recruitment mode, so as to help Zhisheng Company to improve the effectiveness of recruitment and to realize the human resource management goal of "human-organization matching". In addition, the recruitment channels studied in this paper are all the mainstream channels suitable for small and medium-sized private enterprises, which have certain reference value in the selection of recruitment channels and the construction of suitable recruitment models for such enterprises in the growing period.
【学位授予单位】：西北农林科技大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.4

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