A公司多媒體核心人才招聘策略研究
發(fā)布時(shí)間：2018-12-21 19:29
【摘要】：當(dāng)今企業(yè)之間的競爭，歸根到底是企業(yè)人才的競爭。企業(yè)要想在競爭中取得長期優(yōu)勢，最根本的因素是人力的競爭。人力資源管理越來越體現(xiàn)出其在企業(yè)管理中的重要作用�？梢哉f，人力資源是組織中最具有能動(dòng)性的資源。怎樣才能吸引到企業(yè)所需要的優(yōu)秀人才，如何讓企業(yè)現(xiàn)有的人力資源發(fā)揮出最大效用，支持企業(yè)實(shí)現(xiàn)其戰(zhàn)略目標(biāo)，是每一個(gè)管理者和領(lǐng)導(dǎo)都必須認(rèn)真思考的問題，這也正是企業(yè)的最高管理者越來越多的出自人力資源管理領(lǐng)域的一個(gè)重要原因。戰(zhàn)略人力資源管理認(rèn)為人力資源是企業(yè)總體戰(zhàn)略不可或缺的重要組成部分，并且認(rèn)為人力是第一重要的資源。企業(yè)只有努力為員工提供以發(fā)揮其職業(yè)能力的有效平臺(tái)，才能夠充分調(diào)動(dòng)員工的創(chuàng)造力，從而提高企業(yè)的競爭力。 人力資源管理工作包括十余模塊，而作為人力資源管理實(shí)踐之一的招聘工作，在人力資源管理中有著極其重要的地位，招聘工作的質(zhì)量直接影響著企業(yè)戰(zhàn)略實(shí)施的效果。建立在戰(zhàn)略人力資源管理理論基礎(chǔ)上的招聘與傳統(tǒng)招聘的區(qū)別在于其更具有戰(zhàn)略性、系統(tǒng)性和目標(biāo)導(dǎo)向性。而目前國內(nèi)關(guān)于戰(zhàn)略人力資源管理中的招聘問題研究并不成熟，多是借鑒國外的研究成果。事實(shí)上國外研究也是始于上世紀(jì)八十年代，成果大多只局限于單獨(dú)闡述理論、招聘面試等理論和實(shí)踐，尚沒有成型的招聘方法和模型。 近年來，伴隨著網(wǎng)絡(luò)技術(shù)、數(shù)字技術(shù)以及通信技術(shù)的發(fā)展成熟，多媒體產(chǎn)業(yè)如雨后春筍散發(fā)勃勃生機(jī)。多媒體產(chǎn)業(yè)已經(jīng)形成了多行業(yè)的產(chǎn)業(yè)集合，甚至被稱為21世紀(jì)知識(shí)經(jīng)濟(jì)中的核心產(chǎn)業(yè)，作為國民經(jīng)濟(jì)的又一增長點(diǎn)，幾乎可以與IT產(chǎn)業(yè)相媲美。目前在中國，多媒體產(chǎn)業(yè)發(fā)展勢頭迅猛，后勁十足，因此而催生了許多以高科技與文化融合為特征的創(chuàng)意產(chǎn)業(yè)公司。隨著國家扶持力度的加大，眾多中小型多媒體企業(yè)也開始迅速崛起，同時(shí)，跨國公司爭相涌入，多媒體產(chǎn)業(yè)發(fā)展商機(jī)巨大，產(chǎn)業(yè)規(guī)模非常有希望成為國民經(jīng)濟(jì)第一支柱產(chǎn)業(yè)。然而國內(nèi)兼通藝術(shù)與電腦技術(shù)的復(fù)合型數(shù)字娛樂人才的欠缺，，人才結(jié)構(gòu)失衡和人才培養(yǎng)模式的落后卻制約了該行業(yè)的發(fā)展，數(shù)字藝術(shù)人才已被納入國家人才培養(yǎng)計(jì)劃。 本文是基于戰(zhàn)略人力資源管理理論對(duì)A公司多媒體核心人才招聘策略的研究。首先研究戰(zhàn)略人力資源管理的相關(guān)理論及招聘管理理論；然后將理論與實(shí)踐結(jié)合，基于A公司的人力資源和組織現(xiàn)狀，對(duì)A公司人力資源規(guī)劃和管理狀況，特別是對(duì)多媒體核心技術(shù)人才的招聘管理進(jìn)行了研究；基于對(duì)人力資源環(huán)境的SWOT分析，提出了A公司多媒體核心技術(shù)人才招聘工作現(xiàn)狀中需要進(jìn)行探討與研究的方向以結(jié)束本文。
[Abstract]:In the final analysis, the competition between enterprises is the competition of talents. In order to gain long-term advantage in competition, the most fundamental factor is the competition of human resources. Human resource management more and more reflects its important role in enterprise management. It can be said that human resources are the most active resources in the organization. How to attract the outstanding talents that the enterprise needs, how to make the existing human resources of the enterprise exert the maximum utility, and how to support the enterprise to realize its strategic goal, is the question that every manager and leader must seriously consider. This is also an important reason why more and more top managers of enterprises come from the field of human resources management. Strategic human resource management thinks that human resource is an indispensable part of the overall strategy of an enterprise, and that human resource is the first important resource. Only by making great efforts to provide an effective platform for employees to bring their professional abilities into full play can enterprises fully mobilize their creativity and improve their competitiveness. Human resource management includes more than ten modules. As one of the practice of human resource management, recruitment plays an extremely important role in human resource management. The quality of recruitment directly affects the effect of enterprise strategy implementation. The difference between recruitment based on the theory of strategic human resource management and traditional recruitment is that it is more strategic, systematic and goal-oriented. At present, the domestic research on recruitment in strategic human resources management is not mature, most of which are based on the research results of foreign countries. As a matter of fact, the research abroad began in the eighties of last century, and most of the achievements are limited to the theory and practice of individual elaboration, recruitment interview and so on, but there are no formalized recruitment methods and models. In recent years, with the development of network technology, digital technology and communication technology, multimedia industry has sprung up. Multimedia industry has formed a multi-industry industrial assembly, even known as the core industry in the 21st century knowledge economy, as another growth point of the national economy, almost comparable to the IT industry. At present, the multimedia industry is developing rapidly in China, so many creative industry companies characterized by the combination of high technology and culture have been spawned. With the increase of national support, many small and medium-sized multimedia enterprises have also begun to rise rapidly. Meanwhile, multinational companies are rushing in, and the multimedia industry has huge business opportunities, and the industrial scale is very promising to become the first pillar industry of the national economy. However, the lack of digital entertainment talents, the imbalance of talent structure and the backwardness of talent training mode restrict the development of the industry, and digital art talents have been brought into the national talent training plan. This paper is based on the strategic human resource management theory to A company multimedia core talent recruitment strategy. Firstly, the related theories of strategic human resource management and recruitment management theory are studied. Then combining theory with practice, based on the current situation of human resources and organization of company A, the paper studies the situation of human resource planning and management, especially the recruitment and management of multimedia core technical talents. Based on the SWOT analysis of human resource environment, this paper puts forward the direction of discussion and research in the recruitment of multimedia core technology talents in company A in order to conclude this paper.
【學(xué)位授予單位】：中國海洋大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.6
本文編號(hào)：2389355
[Abstract]:In the final analysis, the competition between enterprises is the competition of talents. In order to gain long-term advantage in competition, the most fundamental factor is the competition of human resources. Human resource management more and more reflects its important role in enterprise management. It can be said that human resources are the most active resources in the organization. How to attract the outstanding talents that the enterprise needs, how to make the existing human resources of the enterprise exert the maximum utility, and how to support the enterprise to realize its strategic goal, is the question that every manager and leader must seriously consider. This is also an important reason why more and more top managers of enterprises come from the field of human resources management. Strategic human resource management thinks that human resource is an indispensable part of the overall strategy of an enterprise, and that human resource is the first important resource. Only by making great efforts to provide an effective platform for employees to bring their professional abilities into full play can enterprises fully mobilize their creativity and improve their competitiveness. Human resource management includes more than ten modules. As one of the practice of human resource management, recruitment plays an extremely important role in human resource management. The quality of recruitment directly affects the effect of enterprise strategy implementation. The difference between recruitment based on the theory of strategic human resource management and traditional recruitment is that it is more strategic, systematic and goal-oriented. At present, the domestic research on recruitment in strategic human resources management is not mature, most of which are based on the research results of foreign countries. As a matter of fact, the research abroad began in the eighties of last century, and most of the achievements are limited to the theory and practice of individual elaboration, recruitment interview and so on, but there are no formalized recruitment methods and models. In recent years, with the development of network technology, digital technology and communication technology, multimedia industry has sprung up. Multimedia industry has formed a multi-industry industrial assembly, even known as the core industry in the 21st century knowledge economy, as another growth point of the national economy, almost comparable to the IT industry. At present, the multimedia industry is developing rapidly in China, so many creative industry companies characterized by the combination of high technology and culture have been spawned. With the increase of national support, many small and medium-sized multimedia enterprises have also begun to rise rapidly. Meanwhile, multinational companies are rushing in, and the multimedia industry has huge business opportunities, and the industrial scale is very promising to become the first pillar industry of the national economy. However, the lack of digital entertainment talents, the imbalance of talent structure and the backwardness of talent training mode restrict the development of the industry, and digital art talents have been brought into the national talent training plan. This paper is based on the strategic human resource management theory to A company multimedia core talent recruitment strategy. Firstly, the related theories of strategic human resource management and recruitment management theory are studied. Then combining theory with practice, based on the current situation of human resources and organization of company A, the paper studies the situation of human resource planning and management, especially the recruitment and management of multimedia core technical talents. Based on the SWOT analysis of human resource environment, this paper puts forward the direction of discussion and research in the recruitment of multimedia core technology talents in company A in order to conclude this paper.
【學(xué)位授予單位】：中國海洋大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.6
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