下面是小编为大家整理的M公司员工招聘体系研究,供大家参考。
M 公司员工招聘体系研究
职员聘请是企业选拔优秀职员的一种重要方式，它不仅是一个企业人力资源治理系统建设完善的重要点，也是人力资源治理的重要组成部分。
建筑业是对我国国民经济命脉，是传统性行业，建筑业的进展与都市化进展互相促进，到随着房地产黄金十年的终止，我国的传统建筑企业也正面临着挑战。建筑施工企业在治理的过程中一样采纳的形式为项目制组织结构，而建筑产品具有专门性大、生产流淌性大、野外和高处作业多、工作环境差、工资福利偏低且发放不及时、工作时刻较长、假期严峻缺乏等特点，这些问题的存在使得建筑施工企业的聘请工作难度大，也是由于这些因素的存在导致职员的流淌性较大。因此，要促进企业健康进展、及时猎取人力资源、提高职员聘请成效，对建筑施工企业的职员聘请体系的研究意义重大。
本研究以 M 公司的实际聘请情形为基础，对其需要的职员聘请问题进行深入的分析，并在此基础上对其聘请体系做了进一步的完善。本文第一介绍了 M 公司的差不多概况，结合人力资源聘请理，采纳问卷调查的法对现时期 M 公司的职员聘请现状进行摸底，并在此基础上对其进行深入分析，最终找出 M 公司职员聘请存在的问题要紧在聘请战略、聘请流程、聘请评估这三个环节。聘请战略方面，M公司在聘请时缺乏必要的战略指导，对〝人才〞的定义不够清晰；在聘请流程方面，要紧表现在缺乏详细的职位说明书指导，无合理使用聘请渠道和甄选方法采纳不当，缺乏专业化和统一的面试标准；在聘请评估方面，对关键岗位的聘用后的跟进和背景调查工作有待进一步的完善。关于以上找出的问题，M 公司能够对〝人才〞的定义做进一步的明确，同时制定详细的岗位说明书和工作分析，对聘请渠道做进一步的修正，同时要及时对聘请评估的跟进和加强关键岗位的背景调查。
由于建筑施工企业都存在一定的共性，本研究中对 M 公司所做出的成果在一定的程度上对其他建筑施工企业的职员聘请工作具有一定的参考价值。
关键词：人力资源；素养模型；聘请流程；职员聘请体系
Abstract Staff recruitment as one of the key components of human resource management is not only an important channel to add talents, but also an establish key to set up a scientific and effective human resource management system. Construction industry is China"s national economy and social development of basic industries, has an important and special role in the urbanization process in China, our construction industry is in a stage of rapid development. Construction companies often use project organizational structure, with production of mobility, building great specificity, and high operating field more, poor working conditions, low wages and benefits, and payment is not timely, long working hours, a serious lack of holidays characteristics, these factors have led to a construction enterprise recruitment difficult, and high employee turnover rate, thereby restricting the sustainable development of construction enterprises. Research staff recruitment system for construction enterprises to improve staff recruitment effect, timely access to human resources, promote the healthy development is of great significance.
In this paper, we take M Company for example to analyze its recruitment problems, and to optimize the design of its recruitment system. This article first for M company to do a brief introduction, and then analyze their
existing human resources, focusing on M describes the status of staff recruitment and combined survey method, to analyze the current problems of staff recruitment, mainly in recruitment strategy, recruitment process, recruitment assess three aspects. In particular the lack of recruitment in the appropriate strategic direction, there is no clear "talent" is defined recruitment, recruitment process in the absence of detailed job descriptions guidance, improper use of recruitment channels, did not take effective selection methods, recruitment the degree of specialization is not enough, there is no uniform standard interview, the lack of background checks for key positions, no problem recruiting a number of follow-up after the assessment work. To solve the above problem, M company should adopt clear of "talent" is defined to develop a detailed job analysis and job descriptions, recruitment for existing channels to optimize the selection to take appropriate and effective methods to improve the degree of specialization of recruitment, to key positions and recruitment background checks and other measures to assess the follow-up work and methods.
In this paper, M staff recruitment system has been optimized, while the other construction companies recruit employees have a positive reference .
Keywords: human resources; competency models; recruitment process; recruitment system
名目 1.绪论 ............................................................................................................................................... 6 1.1 研究背景及研究意义 ............................................................................................................. 6 1.1.1 研究背景...................................................................................................................... 6 1.1.2 研究意义...................................................................................................................... 7 1.2 研究内容 ................................................................................................................................ 7 1.3 研究方法 ................................................................................................................................ 7 2.职员聘请相关理论综述................................................................................................................ 8 2.1 职员聘请概述......................................................................................................................... 8 2.1.1 职员聘请的概念及意义 .............................................................................................. 8 2.1.2 职员聘请一样流程 ...................................................................................................... 8 2.1.3 聘请渠道...................................................................................................................... 9 2.2 职员聘请体系的定义及作用 ............................................................................................... 11 2.2.1 职员聘请体系的定义 ................................................................................................ 11 2.2.2 职员聘请体系的作用 ................................................................................................ 11 2.3 职员聘请文献综述 ............................................................................................................... 12 2.4 职员聘请相关理论 ............................................................................................................... 13 2.4.1 人力资源规划 ............................................................................................................ 13 2.4.2 工作分析.................................................................................................................... 13 2.4.3 人岗匹配.................................................................................................................... 14 2.4.4 胜任力模型 ................................................................................................................ 15 3.M 公司职员聘请现状及分析 ..................................................................................................... 17 3.1M 公司概况 ........................................................................................................................... 17 3.1.1M 公司简介 ................................................................................................................ 17 3.1.2M 公司人力资源现状 ................................................................................................ 18 3.2M 公司职员聘请现状 ........................................................................................................... 22 3.3M 公司的职员聘请流程 ....................................................................................................... 23 3.4M 公司职员聘请调查问卷分析 ........................................................................................... 25 3.4.1 针对近两年入职职员的调査问卷分析 .................................................................... 25 3.4.2 针对面试官的调查问卷分析 .................................................................................... 28 3.5M 公司现行职员聘请体系存在的问题 ............................................................................... 33 3.5.1 缺乏相应聘请战略的指导 ........................................................................................ 33 3.5.2 聘请过程的科学合理性有待加强 ............................................................................ 33 3.5.3 缺乏聘请评判工作 .................................................................................................... 35 4.M 公司职员聘请体系优化设计 ................................................................................................. 36 4.1 明确 M 公司的人才原那么和价值观 ................................................................................. 36 4.1.1 明确 M 公司的聘请原那么 ...................................................................................... 36 4.1.2 确定 M 公司的用人原那么 ...................................................................................... 37 4.1.3 建立科学的人才价值观 ............................................................................................ 38 4.2 制定科学的聘请流程 ........................................................................................................... 39
4.2.1 评估聘请需求 ............................................................................................................ 39 4.2.2 制定聘请打算 ............................................................................................................ 40 4.2.3 聘请信息公布 ............................................................................................................ 40 4.2.4 实施聘请选拔 ............................................................................................................ 41 4.2.5 录用过程.................................................................................................................... 41 4.2.6 评估聘请成效 ............................................................................................................ 42 4.3 制定详细的岗位说明书 ............................
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