M公司员工招聘体系研究

1摘要员工招聘是企业选拔优秀员工的一种重要方式，它不仅是一个企业人力资源管理系统建设完善的重要点，也是人力资源管理的重要组成部分。建筑业是对我国国民经济命脉，是传统性行业，建筑业的发展与城市化发展互相促进，到随着房地产黄金十年的结束，我国的传统建筑企业也正面临着挑战。建筑施工企业在管理的过程中一般采用的形式为项目制组织结构，而建筑产品具有特殊性大、生产流动性大、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、工作时间较长、假期严重缺乏等特征，这些问题的存在使得建筑施工企业的招聘工作难度大，也是由于这些因素的存在导致员工的流动性较大。所以，要促进企业健康发展、及时获取人力资源、提高员工招聘效果，对建筑施工企业的员工招聘体系的研究意义重大。本研究以M公司的实际招聘情况为基础，对其需要的员工招聘问题进行深入的分析，并在此基础上对其招聘体系做了进一步的完善。本文首先介绍了M公司的基本概况，结合人力资源招聘理，采用问卷调查的法对现阶段M公司的员工招聘现状进行摸底，并在此基础上对其进行深入分析，最终找出M公司员工招聘存在的问题主要在招聘战略、招聘流程、招聘评估这三个环节。招聘战略方面，M公司在招聘时缺乏必要的战略指导，对“人才”的定义不够清晰；在招聘流程方面，主要表现在缺乏详细的职位说明书指导，无合理使用招聘渠道和甄选方法采用不当，缺乏专业化和统一的面试标准；在招聘评估方面，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。对于以上找出的问题，M公司可以对“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，对招聘渠道做进一步的修正，同时要及时对招聘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员工招聘工作具有一定的参考价值。关键词：人力资源；素质模型；招聘流程；员工招聘体系2AbstractStaffrecruitmentasoneofthekeycomponentsofhumanresourcemanagementisnotonlyanimportantchanneltoaddtalents,butalsoanestablishkeytosetupascientificandeffectivehumanresourcemanagementsystem.ConstructionindustryisChina'snationaleconomyandsocialdevelopmentofbasicindustries,hasanimportantandspecialroleintheurbanizationprocessinChina,ourconstructionindustryisinastageofrapiddevelopment.Constructioncompaniesoftenuseprojectorganizationalstructure,withproductionofmobility,buildinggreatspecificity,andhighoperatingfieldmore,poorworkingconditions,lowwagesandbenefits,andpaymentisnottimely,longworkinghours,aseriouslackofholidayscharacteristics,thesefactorshaveledtoaconstructionenterpriserecruitmentdifficult,andhighemployeeturnoverrate,therebyrestrictingthesustainabledevelopmentofconstructionenterprises.Researchstaffrecruitmentsystemforconstructionenterprisestoimprovestaffrecruitmenteffect,timelyaccesstohumanresources,promotethehealthydevelopmentisofgreatsignificance.Inthispaper,wetakeMCompanyforexampletoanalyzeitsrecruitmentproblems,andtooptimizethedesignofitsrecruitmentsystem.ThisarticlefirstforMcompanytodoabriefintroduction,andthenanalyzetheirexistinghumanresources,focusingonMdescribesthestatusofstaff3recruitmentandcombinedsurveymethod,toanalyzethecurrentproblemsofstaffrecruitment,mainlyinrecruitmentstrategy,recruitmentprocess,recruitmentassessthreeaspects.Inparticularthelackofrecruitmentintheappropriatestrategicdirection,thereisnocleartalentisdefinedrecruitment,recruitmentprocessintheabsenceofdetailedjobdescriptionsguidance,improperuseofrecruitmentchannels,didnottakeeffectiveselectionmethods,recruitmentthedegreeofspecializationisnotenough,thereisnouniformstandardinterview,thelackofbackgroundchecksforkeypositions,noproblemrecruitinganumberoffollow-upaftertheassessmentwork.Tosolvetheaboveproblem,Mcompanyshouldadoptclearoftalentisdefinedtodevelopadetailedjobanalysisandjobdescriptions,recruitmentforexistingchannelstooptimizetheselectiontotakeappropriateandeffectivemethodstoimprovethedegreeofspecializationofrecruitment,tokeypositionsandrecruitmentbackgroundchecksandothermeasurestoassessthefollow-upworkandmethods.Inthispaper,Mstaffrecruitmentsystemhasbeenoptimized,whiletheotherconstructioncompaniesrecruitemployeeshaveapositivereference.Keywords:humanresources;competencymodels;recruitmentprocess;recruitmentsystem4目录1.绪论...............................................................................................................................................61.1研究背景及研究意义.............................................................................................................61.1.1研究背景......................................................................................................................61.1.2研究意义......................................................................................................................71.2研究内容................................................................................................................................71.3研究方法................................................................................................................................72.员工招聘相关理论综述................................................................................................................82.1员工招聘概述.........................................................................................................................82.1.1员工招聘的概念及意义..............................................................................................82.1.2员工招聘一般流程......................................................................................................82.1.3招聘渠道......................................................................................................................92.2员工招聘体系的定义及作用...............................................................................................112.2.1员工招聘体系的定义................................................................................................112.2.2员工招聘体系的作用................................................................................................112.3员工招聘文献综述.....................................................................................................