xx集團有限公司招聘策略實施存在的問題及對策分析

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摘要
隨著現(xiàn)代社會經濟的飛速發(fā)展，尤其是信息產業(yè)的迅猛革新，使得產品的產量和質量不再是企業(yè)核心的競爭力量，人才競爭逐漸成為企業(yè)競爭新的標桿。當今社會的企業(yè)競爭實質上就是人才的競爭，員工作為企業(yè)生存的基礎，是企業(yè)發(fā)展壯大的巨大推動力，越來越多的企業(yè)將人才戰(zhàn)略納入企業(yè)發(fā)展戰(zhàn)略之中，努力網羅和培養(yǎng)對企業(yè)有用的人才，因此招聘是企業(yè)的首要工作，也是身為HR最為關鍵和基本的工作。然而傳統(tǒng)的經營理念和管理模式限制了中小私營企業(yè)的招聘改革和人才戰(zhàn)略的有效實施，一定程度上阻礙了企業(yè)的進一步發(fā)展。
本文以國茂減速機集團有限公司為例，從招聘策略實施的相關概念和重要性出發(fā)，運用關鍵事件法、現(xiàn)場調查法等方法全程參與集團招聘策略實施過程，同時采用個案深入訪談法對行政中心副總、人力資源科科長、生產中心部長以及部分新員工就招聘工作進行訪談，從而分析國茂減速機集團有限公司在招聘過程中存在的問題及原因，提出完善招聘策略實施的建議。

關鍵詞：民營企業(yè)、招聘策略、影響因素


Abstract
With the quick development of modern society, especially the rapid innovation in information industry, the yield and the quality of the product are no longer the enterprise core competitive power. Talent competition has gradually become the new benchmark of enterprises. Employees are the foundation of the company and the driving force of enterprise development, then more and more enterprises will be the talent strategy in the enterprise development strategy, to network and to cultivate useful talents for enterprises. So the recruitment is the primary work of the enterprise, but also as the key and basic work for HR. However, the traditional management idea and the management pattern limits the effective implementation of small and medium-sized private enterprises recruitment reform and talent strategy, to some extent hindered the further development of enterprises.
In this paper, Guomao reducer Group Co. Ltd as an example, from the related concepts and the importance of the implementation of the recruitment strategy, Using the critical incident method, field survey method involved in the whole recruitment strategy group implementation process. And the depth interview to the administrative center deputy chief, chief human resources department, production center minister and some new staff recruitment interviews to analyze of existing problems and causes of Guomao reducer Group Co. Ltd in the recruitment strategies in the process and improving the recruitment strategy implementation proposal.

Keywords: private enterprise, recruitment strategy, influencing factors



目錄
第一章 緒論......................................................1
1.1問題的提出....................................................1
1.2研究的目的和意義..............................................1
1.2.1研究的目的...............................................1
1.2.2研究的意義...............................................1
1.3研究方法和思路................................................2
1.3.1研究方法.................................................2
1.3.2研究思路.................................................2
1.3.3主要內容.................................................2
第二章 相關理論基礎............................................3
2.1招聘策略概述..................................................3
2.2招聘策略的內容................................................3
2.3 招聘實施過程的重要性..........................................4
第三章 招聘實施現(xiàn)狀分析........................................5
3.1國茂集團招聘管理流程..........................................5
3.1.1招聘計劃.................................................5
3.1.2招聘宣傳.................................................6
3.1.3招聘準備.................................................7
3.1.3面試流程.................................................7
3.1.5招聘總結.................................................8
3.2國茂集團招聘主要渠道.........................................10
3.3國茂集團招聘效果.............................................10
3.4招聘效果欠佳的原因分析.......................................13
第四章 招聘改進對策研究分析..................................15
4.1制定合理招聘計劃.............................................15
4.2強化宣傳、制定人才吸引策略....................................15
4.3拓寬招聘范圍.................................................17

4.4制定人才培養(yǎng)策略.............................................17
第五章 總結.....................................................21
參考文獻.........................................................22
致謝..............................................................24
附錄1.............................................................25