本文關(guān)鍵詞： E幼教集團(tuán) 招聘體系 優(yōu)化方案　出處：《首都經(jīng)濟(jì)貿(mào)易大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：近年來,隨著我國市場競爭越來越激烈,人力資源逐漸成為企業(yè)的核心競爭力,如何通過科學(xué)的招聘體系引進(jìn)優(yōu)質(zhì)人才成為人力資源管理者關(guān)注的熱點問題。筆者作為一名在人力資源領(lǐng)域工作的企業(yè)招聘人員,想結(jié)合目前的工作現(xiàn)狀和公司面臨的招聘問題做出分析和研究。本課題研究選取E幼教集團(tuán)作為研究對象,首先對招聘體系相關(guān)理論進(jìn)行闡述,圍繞E集團(tuán)招聘管理工作的現(xiàn)狀,從E集團(tuán)招聘體系的招募階段、甄選階段、錄用與反饋階段進(jìn)行分析,提出E集團(tuán)目前招聘存在的問題為:人員編制隨意更改、崗位定位不明確、招聘渠道不夠靈活、面試官面試較隨意、甄選方法較單一、背景調(diào)查不夠重視、擬錄用人選流失、招聘效果評估不夠重視。然后進(jìn)行招聘體系現(xiàn)存問題的動因分析。最后提出了招聘體系各階段優(yōu)化方案。招募階段優(yōu)化方案為:實施與集團(tuán)戰(zhàn)略匹配的人力資源規(guī)劃、對招聘崗位進(jìn)行基于勝任力素質(zhì)的工作分析、靈活選擇招聘渠道;甄選階段優(yōu)化方案為:提升面試官專業(yè)度、運用全面的甄選方法、重視背景調(diào)查;錄用與反饋階段優(yōu)化方案為:優(yōu)化錄用審批流程、加強(qiáng)招聘效果評估。招聘后的優(yōu)化方案為:關(guān)注人才后續(xù)的培養(yǎng)和激勵、運用PDCA理論進(jìn)行招聘優(yōu)化。為了順利實施優(yōu)化方案,集團(tuán)需從企業(yè)文化、制度、人員等方面進(jìn)行保障。本課題希望通過對E集團(tuán)招聘體系優(yōu)化方案研究,解決E集團(tuán)現(xiàn)存的招聘問題,或者能夠為E集團(tuán)解決招聘問題提供一定的思路和建議,從而提高招聘工作的質(zhì)量及效率。
[Abstract]:In recent years, with the increasingly fierce market competition in China, human resources have gradually become the core competitiveness of enterprises. How to introduce high-quality talents through a scientific recruitment system has become a hot issue for human resource managers. I want to analyze and study the current job situation and the recruitment problems faced by the company. This paper selects E preschool education group as the research object, first of all, it expounds the relevant theory of recruitment system. According to the present situation of recruitment management in E Group, this paper analyzes the recruitment stage, selection stage, recruitment and feedback stage of E Group recruitment system, and points out that the problems existing in E Group recruitment are as follows: the staffing changes at will. The position position is not clear, the recruitment channel is not flexible enough, the interviewers interview is more casual, the selection method is single, the background check is not enough attention, the candidate to be hired is lost. The evaluation of recruitment effect is not paid enough attention to. Then the motivation analysis of the existing problems in the recruitment system is carried out. Finally, the optimization scheme of each stage of recruitment system is put forward. The optimization scheme of recruitment stage is: implement the human resource planning matching with the group strategy, The job analysis based on competence and the flexible selection of recruitment channels are carried out in the recruitment positions. The optimization scheme in the selection stage is as follows: to enhance the professional degree of the interviewers, to use the comprehensive selection method and to attach importance to background checks; The optimization scheme of recruitment and feedback stage is: optimizing the approval process of employment, strengthening the evaluation of recruitment effect. The optimization scheme after recruitment is: pay attention to the training and encouragement of talents, apply the theory of PDCA to the optimization of recruitment, in order to carry out the optimization scheme smoothly, The group needs to guarantee the enterprise culture, system, personnel and so on. This subject hopes to solve the existing recruitment problems of group E by studying the optimization scheme of E group recruitment system. Or can provide some ideas and suggestions for E Group to solve recruitment problems, thereby improving the quality and efficiency of recruitment.
【學(xué)位授予單位】：首都經(jīng)濟(jì)貿(mào)易大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：G523;F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 yの胺，

本文編號：1551568