P公司员工招聘的困境与对策

华中科技大学硕士学位论文P公司员工招聘的困境与对策姓名：高峻峰申请学位级别：硕士专业：工商管理指导教师：廖建桥20060426IPPPPIIAbstractThestaffrecruitmentisanindispensableimportantlinkinthehumanresourcesmanagement;itisthefirstimportantpassofthehumanresourcesmanagement.Theaspectsofjobmarket’sdualstructureandlocaleconomy,education,culturedevelopsintheunbalancedsituationinourcountry,theenterpriseisspeciallythesmallandmedium-sizedtownandcitiesenterprise'sstaffrecruitmenttofacetheverybigdifficulty.ThisarticleispreciselythroughthehumanresourcesdepartmentofPCompanyemploymentrecruitmentimprovementprojectanalysiswhichparticipatesbyoneselftotheauthor,completestothesmallandmedium-sizedtownandcitiesenterpriserecruitmentimprovementresearch.First,thisarticlebrieflyintroducedtheconceptofrecruitingstaffonamedium-sizedenterprisescitystaffrecruitmentsignificance,andthatthepurposeofthepresentstudy.Second,thespecificdetailofthePcompanies,thecompanywhichcarriedoutadetaileddescriptionofthestatusofrecruitment,conductingextensiveliteratureonthebasisofcollectionandanalysistoidentifyproblemsPcompanies,anumberofperspectivetotheproblemsfacingtheenterprises.Throughinternalandexternalinvestigationshavebeeninterviewedenterprisesfirst-handinformationandonthebasisofananalysisoftheproblembyformingreasons,emphasisonsmallandmediumenterprisesasaresultoftherecruitmentofurbanbasicworkdeficiencies,recruitmentproceduresinplace,andtherecruitmentofpersonnelqualityisnothigherreasons,ledtothecurrentstaffrecruitmententerprisestatus.Finally,inresponsetotheactualenterprises,andputforwardpracticalPcompaniestoimprovestaffrecruitmentprocess,fromenterprisestodevelopclearrecruitmentplan,abasicanalysisofthework,furtherstandardizerecruitmentprocesses,orbymeansofrecruitmentstrategyportfolio,theestablishmentofimpactassessmentmechanisms,andotheraspectsofrecruitmentstarting,smallandmediumenterpriseslocatedinurbanareastoaddressrecruitmentdifficultiesprovideusefulexperiment.Keywords:SmallandMediumcitiesStaffRecruitmentRecruitmentDifficultiesImprovementProgram111.1[1]1954[2]()607030%4010102[3]??1.2()(3)()123445[4][5]()500P51.3PPPP62P2.1P2.1.1P19201985“”18918PP1995633/400050019956P307019991P158520003P100H4S1S2P21P21/5/P72.1.2PP85003503-1PP2-1PP82.1.3P10PPP3-2P2-2P2.2PP.,9,P3-3P102-3P2.3P112.3.1P2.3.25002004[6]2.3.3P2.3.4122.3.52.3.62.3.7P132.3.82.3.9P2.3.10,,,,143PP20057820P3.1PPP1030153.2P3.2.1711P3.2.2500001800030000P3.2.3,27%P65%PPPhilips≠P16PP8%PPPP3.2.451job3.2.512P3QQ17PPPP4P10%3.33.4P18194P4.1P()4.1.1()():[7]();;20P:4.1.2[8]211()1/3;2224.2PP4.2.14.2.1.11P5-1234-121400990009990000999934:245-14-112345678910151055201510105511051511.53450.2543.532.5,250043.53,320.543225123CET-44CET-6581234431554.2.1.25-2264-2274.34.3.1285-3294-34.3.24.44.4.1130:2313230%50%34.4.2PP33PP11/32,3450045%PPPP35P3P3364.4.3——[9]14-24-2“”=”“”4-34-3“”=”“”3724-44-434-54-5/384.5P“P”10CMX12CM“”“”“”4-44-5P394-4PP19956100/4000600PPPAAABBBCCCPP4-5P4.6P,40123[10]P441[11]54.742[12]4.84344P[13]500[14]45MBA2006446[1]..1999[2]PeterF.Drucker.ThePracticeofManagement.NewYork:Harper&Brothers,1954.264~265[3]..:2002.15~16[4]()...2000.15~6[5]..2002.4~6[6]..[].:,2004[7]..:1997[8]..1999.128~143[9].—.2002[10].—“”.2005.78~9[11]..2005.112~13[12]..[].:,2005[13]..[].2003[14]..2004.10142~143[15].:.:2002.3~10[16].—.2002[17]..:199847[18]P.,.().:1997[19]..:1998[20]..:1998[21]Noe,Hollenbeck,Gerhart,ETal.HumanResourceManagement:GainingaCompetitiveAdventage.3rded.TheMcGraw-HillCompanies,Inc.2000[22]JohnM.Ivancevich.HumanResourceManagement.8thEd.TheMcGraw-HillCompanies.Inc.,2001[23].3P-.:2001[24]J,E...:2001[25].().:2001[26]..:2002[27]..:2002[28].—.:1999[29]..:1999[30]JohnM.Ivancevich.HumanResourceManagement.6thEdition.U.S.A:Houston,1995[31]CynthiaD.Fisher.HumanResourceManagement.HoughtorMifflinCompany,1996[32]().96..1999[33]()...2000[34],..2001[35]()..200048[36]Freeman,S.J.,&Cameron,K.S.Organizationaldownsizing:Aconvergenceandreorientationframework.OrganizationScience,1993.10-29[37]()...2002[38]()S..——(2).2003[39]..20053:4446[40]()..2002.6681[41]..2003[42]..2003[43]..,200532829[44]..,200533034[45]..200533537[46]StephenP.Robbins.OrganizationalBehavior.Prentice-HallInternational,Inc.1996[47]..,200533034[48]HaigR.Nalbantian.PlayToYourStrengths.McGraw-Hill,2003.311~316[49]JamesN.Baron,DavidM.Kreps.StrategicHumanResourceManagement.Printice-HallInternational.Inc.2002.177~180[50]JerryS.Rosenbloom.TheHandbookofEmployeeBenefits.Printice-Hall2001[51]Ivancevich.HumanResourceManagement.McGraw-Hill2003.47~52[52]GaryDessler.HumanResourceManagement.8thEd.ThePrenticeHall2000P公司员工招聘的困境与对策作者：高峻峰学位授予单位：华中科技大学相似文献(10条)1.学位论文李广春河南省汇友实业有限公司员工招聘管理研究2006有效的员工招聘是进行人力资源管理的前提，也是人力资源管理的关键性环节，是组织实现其绩效和目标的重要保证。本文运用人力资源管理和员工招聘的基本理论，分析了河南省汇友实业有限公司在员工招聘过程中存在的问题，对构建汇友公司有效的员工招聘体系进行了相应的研究。文章第一部分说明了项目选题的来源及研究的目的和意义，介绍了运用的研究方法和论文的结构。第二部分主要界定了有关人力资源和人力资源管理的含义及员工招聘的原则，强调了招聘工作在人力资源管理工作中的重要意义，阐述了影响员工招聘的因素，分析了有效招聘的流程，重点讨论了实施有效招聘的前提是进行人力资源规划和工作分析。第三部分首先描述了汇友公司所处的保健品及减肥品的行业背景和发展概况，然后介绍了汇友公司的组织机构、公司的成长发展、公司的产品和公司战略等基本情况，最后分析了汇友公司人力资源管理和员工招聘方面存在的主要问题，主要是：没有长期的用人规划，缺乏通盘考虑；对所招聘职位认识不清晰；对招聘人员缺乏必要的组织和培训，且招聘人员的职业化水平普遍较低；招聘工作缺乏科学、规范的实