燕山大学
毕 业 论 文
企业招聘问题与对策
摘 要
摘 要
面对新一轮的招聘潮，企业的人力资源管理部门又开始忙碌了．为了不错过这一招聘黄金期，他们与求职者一样，奔忙于大大小小的招聘会。通过各种渠道和信息为企业寻找人才。做好招聘工作意义重大，它是保证企业整个人力资源管理工作顺利开展的重要前提和基础。因此，企业招聘应做到“忙碌而不盲目”。人员招聘是一个非常复杂的过程,工作量大、任务重、必须有计划、有步骤、积极主动地做好每一个环节的工作．确保整个招聘工作的圆满完成。
本文阐述了我国企业招聘工作中存在的问题与误区，结合理论知识和应聘实践，运用实例论证的方法，针对性地提出了几点建议与对策。要求企业树立正确的人才招聘观念，规范招聘流程，运用科学有效的方法，开拓创新思维，建立与完善自身的招聘机制，满足企业发展对人才需求。
关键词 人才；招聘；企业；问题；对策
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燕山大学本科生毕业论文
Abstract
Faced with a new round of recruitment flows, the human resources management of the enterprise began busy. In order not to miss this golden age for recruitment, and like job-seekers, who bustle about in various recruitment. Through various channels and information to enterprises looking for talent. Good recruitment is important, which is the guarantee of human resources management for the entire enterprise for the successful development of an important prerequisite and foundation. Therefore, enterprises should ensure that recruitment of \process, heavy workload, the arduous tasks, must be planned, and systematic ,proactive manner job in each link. To ensure the successful completion of the entire recruitment process.
This article expounded China's enterprises recruitment problems and errors. Combination of theoretical knowledge and practical service, using examples of argumentation methods put forward a few suggestions and responses. Requirements enterprises must establish a correct concept of talent recruitment, Standardize recruitment procedures, effective use of scientific method .Develop innovation, establish and perfect their own recruitment mechanisms, development of human resources to meet the needs of enterprises.
Keywords Talent Recruitment Enterprises Questions Responses
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目 录
摘 要 ............................................................................................................. I Abstract ...................................................................................................... II 绪 论 .......................................................................................................... 1 （一）课题背景 ...................................................................................... 1 （二）招聘的意义 .................................................................................. 2 （三）招聘的问题 .................................................................................. 2 一、企业人才招聘研究现状 ...................................................................... 4 （一）招聘的概念 .................................................................................. 4 （二）国内研究现况 .............................................................................. 4 （三）国外研究现况 .............................................................................. 5 1.人格职业匹配研究模式 ........................................................... 5 2.个性评定测验研究模式 ........................................................... 6
（四）本章小结 ...................................................................................... 6 二、企业招聘存在的问题 .......................................................................... 7 （一）招聘人才概念的片面理解 .......................................................... 7 （二）招聘环节缺陷 .............................................................................. 7
1.人力资源规划不合理 ............................................................... 7 2.人员需求计划不系统 ............................................................... 8 3.没有制定出规范的招聘程序 ................................................... 8 4.缺少成本预算和效率度量 ....................................................... 9
（三）招聘标准不合理 .......................................................................... 9
1.企业在招聘过程中盲目追求高学历 ....................................... 9 2.企业在招聘过程中过于追求工作经验 ................................. 10 3.招聘缺乏针对性 ..................................................................... 10 4.招聘手段不科学 ..................................................................... 10 （四）招聘忽略企业人本理念和宣传机遇 ......................................... 11
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