J公司校园招聘的现状与解决方案的优化

发布时间：2018-05-30 00:14

本文选题：战略人力资源管理 + 校园招聘　；参考：《电子科技大学》2014年硕士论文

【摘要】：随着21世纪的到来,企业的竞争日趋激烈,其归根结底演变为对人才的争夺。而企业不仅要招募有经验的人员,还要花大量的人力、财力来招募应届大学生作为长期稳定发展的基石,因此校园招聘对企业的长期发展有着重要的战略意义。本文采用文献法、调研法、访谈法、对比分析法,从战略人力资源管理、人职匹配、成就动机、人才测评等基础理论的研究出发,分析了J公司的校园招聘现状与问题,并提出和总结了完整的校园招聘由调研、准备、实施、反馈4个阶段组成,企业应将校园招聘作为获取青年人才的主要渠道,根据自身实际情况制定和实施校园招聘,通过科学的人才测评工具和方法筛选符合企业标准的人才,并将理论与实际情况相结合不断优化方案。校园招聘计划如何开展与企业的人力资源战略制定密切相关,即以人力资源规划的制定工作为先,以人力资源规划为基石,使企业战略与招聘计划相结合。而企业招聘计划的制定要确定招聘数量与类型,使用岗位分析、职位说明、笔面试来定校园招聘的标准。校园招聘是一个为期3个月到半年或者更长时间的工作,企业要制定出完整、详尽的招聘方案作为实施基础。因此,前期的规划,即准备工作的质量会对校园招聘的结果产生影响,同时诸多内外部环境如企业吸引人才的政策、高校政策、地方落户政策等也有重要影响。在整个校园招聘实施环节中有2个环节很重要:宣讲会,即通过企业与学生近距离接触的方式来让学生了解企业发展情况、招聘职位、薪酬福利等,以此吸引学生投递简历;测评方法与工具,即通过现代化的、科学的工具来筛选出合格的学生。在校园招聘实施后,企业还应时刻关注招募进来的学生,通过不同的方式来保留这些学生。本文使用SWOT分析工具、人力资源管理诊断模型对国内校园招聘的大环境与J公司人力资源的战略层面进行一定分析;使用量化评价和挣得值分析法对校园招聘的效果进行评价,这样可对整体工作的开展进度与费用进行掌控与评估,以便达到最佳的阶段性校园招聘效果。本文通过对J公司校园招聘方案的优化与实施,最终得出校园招聘是企业获取年轻人才的主要渠道和科学地使用人才测评方法与工具才能筛选出符合企业标准的人才的结论,希望对其它公司在未来的校园招聘工作开展中有指导作用。
[Abstract]:With the arrival of the 21 st century, the competition of enterprises is becoming more and more fierce, which, in the final analysis, evolves into the competition for talents. Enterprises should not only recruit experienced personnel, but also spend a lot of human and financial resources to recruit new college students as the cornerstone of long-term stable development. Therefore, campus recruitment has an important strategic significance for the long-term development of enterprises. Based on the research of the basic theories of strategic human resource management, personnel matching, achievement motivation, talent evaluation and so on, this paper analyzes the current situation and problems of J Company's campus recruitment by means of literature, investigation, interview and comparative analysis. The whole campus recruitment is composed of four stages: investigation, preparation, implementation and feedback. The enterprise should take the campus recruitment as the main channel to obtain young talents, and make and implement the campus recruitment according to its actual situation. Through scientific talent evaluation tools and methods to select qualified personnel in line with the enterprise standards, and combine theory with the actual situation to constantly optimize the program. How to develop the campus recruitment plan is closely related to the establishment of the human resource strategy of the enterprise, that is to say, the enterprise strategy and the recruitment plan should be combined with the human resource planning as the foundation stone and the human resource planning as the first step. And the enterprise recruitment plan to determine the number and type of recruitment, using job analysis, job descriptions, pen interviews to determine the campus recruitment criteria. Campus recruitment is a 3-month-to-6-year or longer period of work, enterprises to develop a complete, detailed recruitment plan as the basis for implementation. Therefore, the early planning, that is, the quality of the preparatory work will have an impact on the results of campus recruitment, at the same time, many internal and external environment such as enterprises to attract talent policies, university policies, local policies also have an important impact. In the whole campus recruitment implementation link there are two very important links: the propaganda session, namely through the enterprise and the student close contact way to let the student understand the enterprise development situation, the recruitment position, the salary and the welfare, so as to attract the student to submit the resume; Evaluation methods and tools, that is, through modern, scientific tools to screen qualified students. After campus recruitment, companies should also keep an eye on students recruited and retain them in different ways. This paper uses the SWOT analysis tool, the human resource management diagnosis model to carry on the certain analysis to the domestic campus recruitment environment and the J company human resources strategic level, uses the quantification appraisal and the earned value analysis method to evaluate the campus recruitment effect. In this way, the overall progress and cost of the work can be controlled and evaluated, in order to achieve the best stage of campus recruitment effect. Through the optimization and implementation of J Company's campus recruitment program, this paper concludes that campus recruitment is the main channel for enterprises to obtain young talents and scientific use of talent evaluation methods and tools to screen out qualified personnel in line with enterprise standards. Hope to other companies in the future campus recruitment work in the development of guidance.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F416.72;F272.92

【相似文献】