本文選題：人力資源管理　切入點：招聘管理體系　出處：《南京理工大學》2014年碩士論文　論文類型：學位論文

【摘要】：現(xiàn)今企業(yè)處于的市場競爭非常激烈,不管為了維持生存還是更好的發(fā)展,人才已經(jīng)成了必爭的資源,也是目前公認的最重要的發(fā)展要素。而人才獲取是第一步,招聘管理體系的建設問題是企業(yè)和學界越來越關心的熱點問題。作為人力資源體系的核心和基礎部分,招聘管理體系運行狀況的好壞,直接影響企業(yè)的整個人力資源狀況。一個企業(yè)想要持續(xù)的穩(wěn)定的發(fā)展,那么重視招聘管理體系的建設是不可回避的問題。只有做好招聘管理體系建設工作,才能做好人力資源管理,進而為企業(yè)經(jīng)營和擴張打下基礎。本文選取江蘇南京的A制造企業(yè)的人員招聘管理問題作為研究對象,綜合運用文獻研究法,案例研究法進行研究。在對A企業(yè)的組織架構(gòu)和人力資源狀況進行了解后,分析了招聘管理中存在的問題及形成的原因,針對招聘管理現(xiàn)狀中出現(xiàn)的問題采取相應的優(yōu)化措施。這些措施按體系的模塊進行,包括工作分析和人力資源規(guī)劃、制定招聘需求、招聘渠道管理、選擇合適的甄選方法、招聘過程的評估體系等�？梢灶A見的是,將這個新體系執(zhí)行到位,A企業(yè)的組織績效和人員績效都會有一個很大的提升,人才匱乏的問題也會得到解決,最終對整個企業(yè)的發(fā)展做出貢獻。為了直觀的感受體系的運轉(zhuǎn)方法,選擇了一個具體的管理情境進行分析,即校園招聘。通過實例分析,演示這套體系在企業(yè)中如何運轉(zhuǎn)。最終,總結(jié)了本文研究的局限性,以及實際運用理論來設計人力招聘管理體系的不足。本文希望通過這一系列的理論研究及案例研究,給其他企業(yè)在設計自已的招聘管理體系時一個參考。
[Abstract]:Today, enterprises are in a very competitive market. In order to maintain their survival and better development, talent has become a necessary resource and the most important element of development, and talent acquisition is the first step. The construction of recruitment management system is a hot issue that enterprises and academia are more and more concerned about. As the core and basic part of human resource system, the operation of recruitment management system is good or bad. It is an unavoidable problem to attach importance to the construction of recruitment management system if an enterprise wants to develop continuously and steadily. In order to do a good job of human resource management, and then lay a foundation for enterprise management and expansion. This paper selects A manufacturing enterprise in Nanjing, Jiangsu Province, as the research object, comprehensive use of literature research method, After understanding the organizational structure and human resource situation of enterprise A, the paper analyzes the problems existing in recruitment management and the reasons for its formation. To solve the problems in the present situation of recruitment management, we should take appropriate optimization measures. These measures are carried out according to the modules of the system, including job analysis and human resource planning, the establishment of recruitment requirements, the management of recruitment channels, and the selection of suitable selection methods. The evaluation system of the recruitment process and so on. It can be foreseen that the organizational performance and personnel performance of enterprises will be greatly improved when the new system is implemented in place, and the problem of lack of talents will also be solved. Finally make contribution to the development of the whole enterprise. In order to intuitively feel the operation method of the system, chose a concrete management situation to carry on the analysis, namely campus recruit. Finally, this paper summarizes the limitations of this study, as well as the practical application of the theory to design the manpower recruitment management system. This paper hopes to use this series of theoretical research and case studies. To other enterprises in the design of their own recruitment management system a reference.
【學位授予單位】：南京理工大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F416.6
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本文編號：1649891