xx集團(tuán)有限公司招聘策略實(shí)施存在的問(wèn)題及對(duì)策分析

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摘要
隨著現(xiàn)代社會(huì)經(jīng)濟(jì)的飛速發(fā)展，尤其是信息產(chǎn)業(yè)的迅猛革新，使得產(chǎn)品的產(chǎn)量和質(zhì)量不再是企業(yè)核心的競(jìng)爭(zhēng)力量，人才競(jìng)爭(zhēng)逐漸成為企業(yè)競(jìng)爭(zhēng)新的標(biāo)桿。當(dāng)今社會(huì)的企業(yè)競(jìng)爭(zhēng)實(shí)質(zhì)上就是人才的競(jìng)爭(zhēng)，員工作為企業(yè)生存的基礎(chǔ)，是企業(yè)發(fā)展壯大的巨大推動(dòng)力，越來(lái)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(wǎng)羅和培養(yǎng)對(duì)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(guān)鍵和基本的工作。然而傳統(tǒng)的經(jīng)營(yíng)理念和管理模式限制了中小私營(yíng)企業(yè)的招聘改革和人才戰(zhàn)略的有效實(shí)施，一定程度上阻礙了企業(yè)的進(jìn)一步發(fā)展。
本文以國(guó)茂減速機(jī)集團(tuán)有限公司為例，從招聘策略實(shí)施的相關(guān)概念和重要性出發(fā)，運(yùn)用關(guān)鍵事件法、現(xiàn)場(chǎng)調(diào)查法等方法全程參與集團(tuán)招聘策略實(shí)施過(guò)程，同時(shí)采用個(gè)案深入訪談法對(duì)行政中心副總、人力資源科科長(zhǎng)、生產(chǎn)中心部長(zhǎng)以及部分新員工就招聘工作進(jìn)行訪談，從而分析國(guó)茂減速機(jī)集團(tuán)有限公司在招聘過(guò)程中存在的問(wèn)題及原因，提出完善招聘策略實(shí)施的建議。

關(guān)鍵詞：民營(yíng)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(wèn)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(nèi)容.................................................2
第二章 相關(guān)理論基礎(chǔ)............................................3
2.1招聘策略概述..................................................3
2.2招聘策略的內(nèi)容................................................3
2.3 招聘實(shí)施過(guò)程的重要性..........................................4
第三章 招聘實(shí)施現(xiàn)狀分析........................................5
3.1國(guó)茂集團(tuán)招聘管理流程..........................................5
3.1.1招聘計(jì)劃.................................................5
3.1.2招聘宣傳.................................................6
3.1.3招聘準(zhǔn)備.................................................7
3.1.3面試流程.................................................7
3.1.5招聘總結(jié).................................................8
3.2國(guó)茂集團(tuán)招聘主要渠道.........................................10
3.3國(guó)茂集團(tuán)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(jìn)對(duì)策研究分析..................................15
4.1制定合理招聘計(jì)劃.............................................15
4.2強(qiáng)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(jié).....................................................21
參考文獻(xiàn).........................................................22
致謝..............................................................24
附錄1.............................................................25