Y公司人才招聘体系优化设计
发布时间：2019-05-29 19:51
【摘要】：在市场化和全球化的大背景下,人类迈入了知识经济的时代。在新的时代,人力资源对经济发展的促进作用更加明显。对于企业来说,拥有一支高素质的人力资源队伍是企业生存和发展的关键因素。企业生存和发展离不开激烈的竞争,而对人力资源的竞争,构成了竞争的重要部分。这表现在知识经济时代,人力资源的流动性进一步加大,人力资源的竞争在企业之间愈演愈烈,企业通过各种途径吸引和招揽人才。其中,招聘作为人才引进的一种重要方式,正越来越多的受到企业的重视。因为,招聘既是企业向外界展示本身形象的窗口,又是企业找到合格员工的重要方式。可以说,招聘的成功,为企业管理的成功理奠定了良好的基础和可靠的人力保障。象很多企业一样,作为水利企业的Y企业,也高度重视招聘工作,并在工作实践中,勇于探索,尝试着试行了新的人力资源招聘模式,并取得了较好的效果。但是,随着公司业务的扩大,经营管理活动的更加复杂化,市场的变化,对人力资源的要求更高,对人力资源补充的速度也要求的更快。Y企业的人力资源部门仍然采用过去沿袭下来的招聘制度及模式,已经不能适应新形势的发展需要。公司的高层领导、公司业务部门、公司的员工,甚至人力资源部门自身,也对目前的招聘产生的怀疑,认为到了必须改革的地步了。那么如何改革?就成为了一个重要的内容。人力资源方面的改革往往牵一发动全身,必须十分慎重。针对Y公司的人才招聘问题,这篇论文进行了初步的分析和探讨,总结了Y企业的基本情况,人力资源状况和目前的招聘现状,运用人力资源的招聘理论,剖析了Y企业人才招聘的问题。并在上述分析的基础上,提出了Y企业人才招聘的优化方案,优化方案从准备、实施和评估三个阶段,人力资源规划、工作分析、招聘计划,招聘渠道、招聘实施及招聘总结等六个环节着手,对人力资源招聘进行了优化。通过优化,以期改善人力资源招聘的管理,增进企业的效益,使企业人力资源管理更加适应现代企业制度发展的要求,为企业的发展提供坚定的支撑。
[Abstract]:Under the background of marketization and globalization, human beings have entered the era of knowledge economy. In the new era, the role of human resources in promoting economic development is more obvious. For enterprises, having a high-quality human resources team is the key factor for the survival and development of enterprises. The survival and development of enterprises can not be separated from the fierce competition, and the competition for human resources constitutes an important part of the competition. This is manifested in the era of knowledge economy, the mobility of human resources is further increased, the competition of human resources is becoming more and more intense among enterprises, enterprises attract and recruit talents through various ways. Among them, recruitment, as an important way of introducing talents, is being paid more and more attention by enterprises. Because recruitment is not only a window for enterprises to show their image to the outside world, but also an important way for enterprises to find qualified employees. It can be said that the success of recruitment has laid a good foundation and reliable manpower guarantee for the success of enterprise management. Like many enterprises, Y enterprises, as water conservancy enterprises, attach great importance to recruitment, and in the work practice, dare to explore, try to try out a new human resources recruitment model, and achieved good results. However, with the expansion of the company's business, the complexity of business and management activities, the changes in the market, and the higher requirements for human resources, The speed of replenishment of human resources is also required faster. The human resources departments of Y enterprises still adopt the recruitment system and mode inherited from the past, which can no longer meet the needs of the development of the new situation. The company's senior leaders, the company's business units, the company's employees, and even the human resources department itself, are sceptical about the current recruitment, arguing that it must be reformed. So how to reform? Has become an important content. Human resources reform often leads to the whole body, must be very cautious. Aiming at the problem of talent recruitment in Y company, this paper makes a preliminary analysis and discussion, summarizes the basic situation of Y enterprise, the situation of human resources and the present situation of recruitment, and applies the recruitment theory of human resources. This paper analyzes the problems of talent recruitment in Y enterprises. On the basis of the above analysis, this paper puts forward the optimization scheme of talent recruitment in Y enterprise, which is composed of three stages: preparation, implementation and evaluation, human resources planning, job analysis, recruitment plan and recruitment channels. Recruitment implementation and recruitment summary and other six links to optimize the recruitment of human resources. Through optimization, in order to improve the management of human resources recruitment, enhance the efficiency of enterprises, make enterprise human resources management more adapt to the requirements of the development of modern enterprise system, and provide firm support for the development of enterprises.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92
本文编号：2488180
[Abstract]:Under the background of marketization and globalization, human beings have entered the era of knowledge economy. In the new era, the role of human resources in promoting economic development is more obvious. For enterprises, having a high-quality human resources team is the key factor for the survival and development of enterprises. The survival and development of enterprises can not be separated from the fierce competition, and the competition for human resources constitutes an important part of the competition. This is manifested in the era of knowledge economy, the mobility of human resources is further increased, the competition of human resources is becoming more and more intense among enterprises, enterprises attract and recruit talents through various ways. Among them, recruitment, as an important way of introducing talents, is being paid more and more attention by enterprises. Because recruitment is not only a window for enterprises to show their image to the outside world, but also an important way for enterprises to find qualified employees. It can be said that the success of recruitment has laid a good foundation and reliable manpower guarantee for the success of enterprise management. Like many enterprises, Y enterprises, as water conservancy enterprises, attach great importance to recruitment, and in the work practice, dare to explore, try to try out a new human resources recruitment model, and achieved good results. However, with the expansion of the company's business, the complexity of business and management activities, the changes in the market, and the higher requirements for human resources, The speed of replenishment of human resources is also required faster. The human resources departments of Y enterprises still adopt the recruitment system and mode inherited from the past, which can no longer meet the needs of the development of the new situation. The company's senior leaders, the company's business units, the company's employees, and even the human resources department itself, are sceptical about the current recruitment, arguing that it must be reformed. So how to reform? Has become an important content. Human resources reform often leads to the whole body, must be very cautious. Aiming at the problem of talent recruitment in Y company, this paper makes a preliminary analysis and discussion, summarizes the basic situation of Y enterprise, the situation of human resources and the present situation of recruitment, and applies the recruitment theory of human resources. This paper analyzes the problems of talent recruitment in Y enterprises. On the basis of the above analysis, this paper puts forward the optimization scheme of talent recruitment in Y enterprise, which is composed of three stages: preparation, implementation and evaluation, human resources planning, job analysis, recruitment plan and recruitment channels. Recruitment implementation and recruitment summary and other six links to optimize the recruitment of human resources. Through optimization, in order to improve the management of human resources recruitment, enhance the efficiency of enterprises, make enterprise human resources management more adapt to the requirements of the development of modern enterprise system, and provide firm support for the development of enterprises.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92
【参考文献】
相关期刊论文 前2条
1 须辉;;浅谈网络招聘的发展趋势[J];产业与科技论坛;2006年09期
2 黄建民;;招聘中的面试技巧[J];企业改革与管理;2006年09期
，本文编号：2488180
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