XT公司员工招聘管理体系优化研究

发布时间：2018-02-12 04:03

本文关键词： 招聘招聘管理胜任力　出处：《郑州大学》2017年硕士论文　论文类型：学位论文

【摘要】：改革开放以来,我国房地产开发及建筑行业不断繁荣并凭借其迅猛的行业发展势头、丰厚的从业人员待遇吸引着广大包括应届大学生、社会在职人员等在内的择业者,营造了激烈的从业资格竞争。然而近年来我国房地产开发及建筑行业却逐渐呈现出“转冷”趋势,随着政府对房地产和建筑行业调控力度不断升级和宏观政策的整体把控,我国房地产开发及建筑行业发展趋势呈现整体回落,行业内所提供的就业岗位普遍减少,行业总体意愿从业人员规模不断萎缩,使得房地产开发及建筑行业内部的人才竞争环境更加严峻,努力构建和不断优化企业员工招聘管理体系显得迫在眉睫。为了对公司员工招聘管理体系问题研究有更进一步和更深入的了解与认识,本文以河南本土的早期地产开发公司XT公司为研究对象,首先,在对国内外不同学者关于招聘的内涵、有效性和胜任力研究等相关思路观点以及与本文相关的人力资源核心概念和理论模进行整合后,明确了本文的主要研究内容、思路、方法和主要特色;其次,文章以对XT公司内外部环境的宏观分析进行展开,分析讲解了当前内、外部环境要素对XT公司招聘管理工作的具体影响,通过深入挖掘XT公司在招聘管理工作实践中暴露出的问题,利用人力资源管理的相关理论模型深入剖析其存在的弊病和成因所在,从而得出结论:面试流程复杂冗长、用人岗位定位不清晰和岗位同人员之间的匹配度不高是XT公司员工招聘管理工作的最大制约因素;最后,针对XT公司员工招聘管理工作的问题现状提出具有针对性的多方面整改措施对招聘体系的方案进行优化设计,包括制定科学的人力资源战略规划、优化集团人力资源招聘流程设计、建立招聘管理评估体系和建立人力资源招聘体系的保障措施等,从而实现XT公司招聘管理体系的优化升级。本文从战略高度对中小型房地产民营企业的人才招聘体系构建和优化路径进行相应的研究探讨,在具体研究过程中不断完善传统的人才筛选技术、采用多种招聘渠道的组合创新、综合运用相关前沿技术进行人才甄选,从招聘体系的长远性考虑来研究招聘体系,重点研究现有潜在员工的招聘管理细节把控。其研究思维彰显了本文相关研究成果在研究高度、研究角度和研究深度上的鲜明特色,在提高XT公司人力资源管理招聘体系优化、增强公司招聘体系稳定性、务实性和预见性的同时也为国内同类企业的招聘管理工作提升提供了相关借鉴和思考,对提高公司招聘管理的工作效率和招聘质量、优化公司员工的招聘管理体系、启发同行业的人力资源管理水平提升改进具有重要的理论和现实意义。
[Abstract]:Since the reform and opening up, the real estate development and construction industry in our country has been booming, and with the rapid development of the industry, the rich treatment of employees attracts a broad range of people, including new college students, social workers and so on. However, in recent years, the real estate development and construction industry in China has gradually shown a trend of "turning cold". With the government's continuous upgrading of the regulation and control of the real estate and construction industries and the overall control of macro policies, The development trend of the real estate development and construction industry in our country has dropped down as a whole, the number of jobs provided in the industry has generally decreased, and the scale of the industry's overall willingness to work has been shrinking. It makes the competition environment for talents in the real estate development and construction industry more severe. It is urgent to build and optimize the employee recruitment management system. In order to study the problem of employee recruitment management system, we should have a better understanding and understanding. This paper takes XT Company, an early real estate development company in Henan Province, as the research object. Firstly, the connotation of recruitment of different scholars at home and abroad is discussed. After integrating the related ideas, such as effectiveness and competence research, and the core concepts and theoretical models of human resources related to this paper, the main contents, ideas, methods and main characteristics of this paper are clarified. Based on the macro analysis of the internal and external environment of XT Company, this paper analyzes and explains the specific influence of the elements of the internal and external environment on the recruitment management of XT Company. By digging into the problems exposed in the practice of recruitment management in XT Company, and using the relevant theoretical model of human resource management, the defects and causes are analyzed in depth, and the conclusion is drawn that the interview process is complicated and long. The lack of clear position and the lack of matching between the positions are the most restrictive factors in the recruitment management of XT Company. Finally, Aiming at the current situation of XT company's employee recruitment management, this paper puts forward some targeted measures to optimize and design the recruitment system, including the formulation of scientific human resources strategic planning. Optimize the design of the HR recruitment process, set up the recruitment management evaluation system and establish the human resources recruitment system safeguard measures, etc. In order to realize the optimization and upgrading of XT recruitment management system, this paper makes a corresponding study on the construction and optimization path of the talent recruitment system of small and medium-sized private real estate enterprises from a strategic perspective. In the specific research process, we constantly improve the traditional talent screening technology, adopt the combination and innovation of various recruitment channels, comprehensively use the relevant frontier technology to select talents, and study the recruitment system from the perspective of the long-term nature of the recruitment system. The emphasis is on the detail control of the recruitment management of potential employees. Its research thinking highlights the distinct characteristics of the related research results in this paper in terms of research height, research angle and research depth, and improves the optimization of the recruitment system of human resources management in XT Company. Enhancing the stability, practicability and foresight of the recruitment system of the company also provides relevant reference and reflection for the promotion of the recruitment management work of the similar enterprises in China, which can improve the efficiency and quality of the recruitment management of the company. It is of great theoretical and practical significance to optimize the recruitment management system of employees and to enlighten the level of human resource management in the same industry.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F299.233.4

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