X公司的招聘和选拔流程优化研究

发布时间：2021-04-02 06:08

　　组织的成功取决于其员工的有效性。没有高素质的劳动力,一个组织注定要有平庸的表现。组织的招聘和选拔实践是人力资源管理最重要的职能之一。招聘和选拔劳动力市场中最优秀的人才涉及各种人力资源管理活动。招聘和选拔作为一种人力资源管理职能,是在实现其最终目标方面最关键地影响组织绩效的活动之一（Costello,2006）。根据Beer等人（1984）的说法,招募和选拔不仅试图吸引,获得和保留组织实现战略目标所需的人力资源的数量和质量,而且还可能对其组成产生重大影响。劳动力,员工与组织的需求和文化以及长期就业稳定性的最终契合。有效利用招聘和甄选政策和做法也可以改善员工的承诺和绩效,并减少他们的缺勤率和离职率。该研究的主要目的是确定X公司现有的招聘和选拔实践。该公司总部设在上海,本研究的重点是招聘和选择两个非常重要的职位X公司,即业务发展经理和财务顾问。由于公司业务的性质,这两个职位主要由外国人才占据。通过识别公司遇到的挑战,并提供优化策略和建议,以改善他们的招聘和选拔过程。本研究报告还回顾了有关招募和选拔的文献。X公司使用外部和内部招聘来源。它将讨论五个理论框架:人力资本理论,资源依赖理论,五大人格... 

【文章来源】：上海外国语大学上海市 211工程院校 教育部直属院校

【文章页数】：98 页

【学位级别】：硕士

【文章目录】：
Acknowledgements
摘要
Abstract
Chapter One Introduction
    1.1.Introduction to the Research
        1.1.1.Research Background
        1.1.2.Research Objective
    1.2.Research Significance
        1.2.1.Theoretical Significance
        1.2.2.Practical Significance
    1.3.Research Content and Structure
        1.3.1.Research Content
        1.3.2.Process of the Research
        1.3.3.Research Structure
    1.4.Research Methodology and Innovation
        1.4.1.Methodology
        1.4.2.Innovation
Chapter Two Theoretical Background and Literature Review
    2.1.Theoretical Framework
        2.1.1.Human Capital Theory
        2.1.2.Resource Dependency Theory
        2.1.3.Big Five Personality Theory
        2.1.4.Impression Management Theory
        2.1.5.Holland’s Career Tendency Theory
    2.2.Literature Review
        2.2.1.Recruitment and Selection Process in HRM
        2.2.2.Sources of Recruitment
        2.2.3.Selection Process
        2.2.4.Factors Affecting Recruitment and Selection
        2.2.5.Literature Review Conclusion
Chapter Three Company X Management and Recruitment Status
    3.1.External Environmental PEST Analysis
        3.1.1.Political Environment
        3.1.2.Economic Environment
        3.1.3.Social Environment
        3.1.4.Technological Environment
    3.2.Foreign Talents in Shanghai
    3.3.Company Background
    3.4.Overview of Company X Challenges
    3.5.Recruitment and Selection Process of Company X
        3.5.1.Recruitment Process
        3.5.2.Selection Process
    3.6.Summary
Chapter Four Company X Recruitment and Selection Survey and Problem Diagnosis
    4.1.Survey
        4.1.1.Survey Design
        4.1.2.Survey Process
        4.1.3.Survey Sample
    4.2.Data Analysis
        4.2.1.Questionnaires
            4.2.1.1.Recruitment and Selection Practices of Company X
            4.2.1.2.Recruitment Channels of Company X
            4.2.1.3.Challenges Associated with the Recruitment and Selection Practice of Company X
            4.2.1.4.Effectiveness of the Recruitment and Selection Processes
        4.2.2.Interviews
            4.2.2.1.Interview Outlines
            4.2.2.2.Interview Process
            4.2.2.3.Analyzing the Interview Data
    4.3.Problem Diagnosis
        4.3.1.The Timeline
        4.3.2.The Complexity of the Process
        4.3.3.Inefficient Recruiting Process
        4.3.4.Finding People Who Want to Relocate
        4.3.5.Attracting the Right Candidate
    4.4.Conclusion
Chapter Five Optimization Strategies for Company X Recruitment and Selection Process
    5.1.Optimization Strategies
        5.1.1.Shorter Recruitment Cycle
        5.1.2.Turn Recruitment into a Competitive Advantage
        5.1.3.Improve the Candidate Options when Recruiting
        5.1.4.Use Data-Driven Decision Making
        5.1.5.Use Innovative Screening and Interviewing Techniques
    5.2.Implementation Plans for Company X Recruitment and Selection Process
        5.2.1.Automate the Recruitment and Selection Process
        5.2.2.Move to Data-driven Decision Making
        5.2.3.Streamline the Interview Process
        5.2.4.Optimize for Mobile
Chapter Six Conclusion
    6.1.Answers to the Research Questions
    6.2.Main Conclusion
    6.3.Practical Conclusion
    6.4.Research Limitations
    6.5.Future Research
References
List of Figures
List of Tables



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