R网络公司人力资源招聘研究.doc

R网络公司人力资源招聘研究摘 要当今社会是一个追求核心人才的社会，互联网时代更是将社会人才价值观的更新速度与意识理念进行了颠覆。而什么是核心人才，掌握了第一生产要素，并能转化为显示财富的人就是核心人才。体现在人力资源管理工作中，主要的表现是人力资源的管理目标要求更为精准，员工招聘体系的构架要更为合理，培训系统要臻于成熟，绩效评价体系要激励到位。总而言之，人力资源管理工作就是要挖掘出人才最为深层次的力量，帮助公司在各个战略阶段达成目标，如果从宏观的角度来说，还可以带动行业的发展，改变整体经济布局。而要想达到这样的目标，人力资源管理工作就要被列为正式课题，而其中的人才招聘工作成为了第一步也是最关键的一步。当人们问到比尔盖茨微软成为互联网巨擘的秘诀时，他是这样说的“微软之所以成功的秘诀就在于充分挖掘了员工的核心价值，如果把我最优秀的20名雇员拿走。那么微软将会变成一个不起眼的公司。”由此，我们可以看出，优秀的员工对于企业的价值，招聘工作就是要将这些优秀的员工甄选出来，并加以培养，成为和企业核心价值观相统一，并推动企业目标实现的人力资源。本文以R网络公司为研究对象，在实践研究和收据数据阶段，可以清楚地看到R公司认识到了招聘工作作为渠道的功能意义与作为人力资源工作的基础性能，在此基础上建立了招聘工作的框架，但在实际操作的过程中，因为对很多细节工作的重视程度不够、处理不到位，导致公司在招聘过程中遇到很多阻力，优秀人才的招聘难度也越来越大，甚至出现了人才断链的现实困境。这对于以人才为核心力量的互联网企业来说，无疑是毁灭性的。R公司的招聘问题并不是一个个案，它为我们反观出国内企业的招聘现状，尤其是中小型企业，对于人才招聘这一基础性管理工作在开发合成中的重要作用的漠视，使本应富有活力的企业变得奄奄一息，决策层希望在技术和管理上找到问题的症结，却忽视了最为基础的招聘环节。人才招聘作为企业管理体系的根基，只有不断加强与完善才能生发出合理的机制，为企业招聘到源源不断的人才，使企业拥有核心发展力。针对当下企业的招聘现状，本文以R网络公司为研究的出发点，力图通过该项研究为企业在人力资源管理领域带来理论意义和实践意义。本文首先分析了当下企业招聘困境的成因，尝试为创建合理的人力资源招聘管理体系找到出口。通过分析我们知道，R网络公司招聘存在问题主要有内部及外部原因，招聘难的外部原因主要是公司所处地域、规模吸引力不够、公司总体薪酬福利水平有待提高、由于公司是互联网型公司，对研发人才的需求量比较大，而本地的高校相对较少，且存在着计算机类的毕业生倾向于去北上广发展的趋势，所以一旦企业大批量的需求技术人员，将面临无法及时招到合适的人才的局面；招聘难的内部原因主要是公司内部管理制度有待完善、缺乏招聘职位的详细描述、缺乏明确、可量化的所需人才标准、对人才的评价方法过于简单等。同时，鉴于公司是互联网型公司，员工以年轻人为主，特别是90后员工占绝大多数，对于这批有想法、有个性的年轻人，以往的死板的招聘手段和方式对年轻人不再有吸引力。其次，为了使得R网络公司能够在招聘工作中获得最优秀员工，达到组织和人才的双向匹配，组织和人才都需要接受不断的修炼，这个修炼的过程不仅仅指专业技术能力的提升，还有应急能力、抗挫能力、等意志品质，职业道德和职业修养等综合素养品质，他们共同构成了工作胜任能力。所以本文认为，对于人才的招聘首先要有一个对员工招聘自内而外的评估指标体系的建立，辅以完善的制度和科学的流程，才能将招聘工作落到实处。再次，R网络公司应该通过员工管理，对现有员工做进一步的培养与提升，针对从业人员的时代特性、年龄特性、性格特性组织培训，也借由培训来观察一下员工和组织的价值观是否匹配，这对于判断员工是否适合在企业发展、未来的忠诚度、可能的流失度等等都具有重要的作用。本文认为：需要人力资源管理部门在组织招聘程中建立健全招聘管理制度，规范招聘的流程，细化招聘的指标、明确招聘的标准，构建招聘的测评体系，落实评估系统的效果与方法。此外，当公司需要推出一款新产品时，需要和企业内的各个部门进行沟通协调，确定产品的具体参数指标，这对于企业未来至少五年之内的招聘都有着重要的意义。因为它可以让企业更加清晰的知道自己需要的是什么样的人才，在众多的候选人中找到合适的人才。另外，无论企业处在初创期、稳定期、上升期还是衰退期，都会遇到不同程度的问题，所以评估与考核的指标要做到尽可能的细化，这种经验性的财富不是任何一个不规范的企业所能够拥有的。最后，对全篇论文的内容进行了总结。本文提出了涉及R网络公司的前期员工招聘，但是在现实中，当招聘工作告一段落时，并不意味着招聘的结束，因为与招聘相关的新的人力资源工作任务和问题又会出现，因此，后续的工作怎么开展，开展的实效如何落实，也应该纳入到招聘研究之中，这些对于以R公司为首的网络公司的人力资源管理工作具有重要的借鉴意义。关键词：R网络公司；招聘；问题与对策AbstractIn todays society is a society of core talents, the Internet era is the social value of the concept of the update speed and awareness of the concept of subversion. And what is the core talent, master the first elements of production, and can be converted to show the wealth of the people is the core talent. Embodied in human resource management, the main performance is the human resources management goal is more accurate, framework of staff recruitment system is more reasonable, the training system to mature, the performance evaluation system of incentives in place. All in all, the work of human resource management is to dig out the deep talent strength, help the company to achieve the goal in the strategic stage, if from a macro perspective, can also promote the development of the industry, changes in the overall economy layout. In order to achieve this goal, human resources management will be listed as a formal topic, and the talent recruitment work has become the first step is the most critical step. When people asked Bill Gates Microsoft to become the secret Internet giants, he said the secret of Microsoft success is to fully tap the core values of the employees, if the 20 employees of my best. Then Microsoft will become a humble company. Thus, we can see that the excellent staff for the value of the enterprise, the recruitment is to the excellent staff selection, and to cultivate, unity and become the core values of the enterprise, and promote enterprise to realize the goal of human resources.We take R company as the research object, research and practice in the receipt of data, you can clearly see the R company to realize the recruitment as a function of channel performance as the basis and significance of human resource management, set up on the basis of the framework of the recruitment work, but in the actual operation of the process, because the degree of attention to many of the details of the work is not enough, not in place, resulting in the company encounter a lot of resistance in the process of recruiting, talents recruitment has become increasingly difficult, even the dilemma of talent chain. This is the core strength of the Internet companies, is undoubtedly devastating.The recruitment of R company is not the case, it is for us to review the recruitment status of domestic enterprises, especially small and medium enterprises, disregard for the important role of recruitment of the basic management work in the development of the synthesis, the vitality of the enterprise become a decision-making Yan Yan, hoping to find the crux of the problem in technology and management, but neglect the most basic link of recruitment. Talent recruitment as the foundation of the enterprise management system, only to strengthen and improve the ability to produce a reasonable mechanism for enterprises to recruit a steady flow of talent, so that enterprises have the core development.In view of the present situation of the enterprise recruitment, this paper takes the R network company as the starting point, and tries to bring the theoretical and practical significance in the field of human resource management through the research.This article first analyzes the causes of the plight of the recruitment of the current enterprise, try to create a reasonable human resource recruitment management system to find export. Through the analysis we know that R network recruitment problems mainly in the internal and external reasons, external recruitment difficult reason is mainly the regional scale, attractive enough, company overall salary and welfare level needs to be improved, because the company is an Internet company, demand for R & D personnel is relatively large, but relatively few local colleges and universities there is a computer, and graduates tend to go to the north of Guangzhou development trend, so once the enterprise mass demand for technical personnel, will face unable to recruit the right talent situation; internal recruitment difficult reason is mainly the companys internal management system needs to be improved, the lack of detailed job description, lack of clear, the quantitative evaluation method of talent standard, the talent is too simple. At the same time, in view of the company is the Internet company employees, mainly young people, especially after 90 employees accounted for the majority, for this group of ideas, the personality of young people, the rigid recruitment means there is no attraction for young people.Secondly, in order to make the R network company can get the best employees in the recruitment work, to achieve two-way matching of organization and personnel, organization and personnel are required to accept the constant practice, this practice not only refers to the professional technical ability, and emergency ability, anti frustration ability, willpower, occupation and occupation moral cultivation the comprehensive quality of literacy, they constitute the work competence. So this article believes that, for the recruitment of talent, we must first have a staff recruitment from the inside out of the evaluation index system, supplemented by a sound system and scientific process, in order to implement the recruitment work.Again, R network company should go through the staff management, do further to cultivate and enhance the existing staff, for practitioners of the age characteristics of age characteristics, personality characteristics of the organization of training, also by training to look at employees and organizational values, the staff to determine the suitability in the role of enterprise development, the future the possible loss of loyalty, and so on are important. This paper holds that human resource management in the organization department to establish a sound management system of recruitment recruitment process, standardize the recruitment process, recruitment, recruitment index refinement clear standards, building evaluation system of recruitment, evaluation system and method of implement effect. In addition, when the company needs to introduce a new product, the need and the various departments within the enterpriseKEY WORDS： R Networking Company; Problems and countermeasures关键词：R网络公司；招聘；问题与对策THE RESEARCH ON RECRUITING OF R NETWORK TRAINING COMPANY HUMAN RESOURCESABSTRACTAbstractIn todays society is a society of core talents, the Internet era is the social value of the concept of the update speed and awareness of the concept of subversion. And what is the core talent, master the first elements of production, and can be converted to show the wealth of the people is the core talent. Embodied in human resource management, the main performance is the human resources management goal is more accurate, framework of staff recruitment system is more reasonable, the training system to mature, the performance evaluation system of incentives in place. All in all, the work of human resource management is to dig out the deep talent strength, help the company to achieve the goal in the strategic stage, if from a macro perspective, can also promote the development of the industry, changes in the overall economy layout. In order to achieve this goal, human resources management will be listed as a formal topic, and the talent recruitment work has become the first step is the most critical step. When people asked Bill Gates Microsoft to become the secret Internet giants, he said the secret of Microsoft success is to fully tap the core values of the employees, if the 20 employees of my best. Then Microsoft will become a humble company. Thus, we can see that the excellent staff for the value of the enterprise, the recruitment is to the excellent staff selection, and to cultivate, unity and become the core values of the enterprise, and promote enterprise to realize the goal of human resources.We take R company as the research object, research and practice in the receipt of data, you can clearly see the R company to realize the recruitment as a function of channel performance as the basis and significance of human resource management, set up on the basis of the framework of the recruitment work, but in the actual operation of the process, because the degree of attention to many of the details of the work is not enough, not in place, resulting in the company encounter a lot of resistance in the process of recruiting, talents recruitment has become increasingly difficult, even the dilemma of talent chain. This is the core strength of the Internet companies, is undoubtedly devastating.The recruitment of R company is not the case, it is for us to review the recruitment status of domestic enterprises, especially small and medium enterprises, disregard for the important role of recruitment of the basic management work in the development of the synthesis, the vitality of the enterprise become a decision-making Yan Yan, hoping to find the crux of the problem in technology and management, but neglect the most basic link of recruitment. Talent recruitment as the foundation of the enterprise management system, only to strengthen and improve the ability to produce a reasonable mechanism for enterprises to recruit a steady flow of talent, so that enterprises have the core development.In view of the present situation of the enterprise recruitment, this paper takes the R network company as the starting point, and tries to bring the theoretical and practical significance in the field of human resource management through the research.This article first analyzes the causes of the plight of the recruitment of the current enterprise, try to create a reasonable human resource recruitment management system to find export. Through the analysis we know that R network recruitment problems mainly in the internal and external reasons, external recruitment difficult reason is mainly the regional scale, attractive enough, company overall salary and welfare level needs to be improved, because the company is an Internet company, demand for R & D personnel is relatively large, but relatively few local colleges and universities there is a computer, and graduates tend to go to the north of Guangzhou development trend, so once the enterprise mass demand for technical personnel, will face unable to recruit the right talent situation; internal recruitment difficult reason is mainly the companys internal management system needs to be improved, the lack of detailed job description, lack of clear, the quantitative evaluation method of talent standard, the talent is too simple. At the same time, in view of the company is the Internet company employees, mainly young people, especially after 90 employees accounted for the majority, for this group of ideas, the personality of young people, the rigid recruitment means there is no attraction for young people.Secondly, in order to make the R network company can get the best employees in the recruitment work, to achieve two-way matching of organization and personnel, organization and personnel are required to accept the constant practice, this practice not only refers to the professional technical ability, and emergency ability, anti frustration ability, willpower, occupation and occupation moral cultivation the comprehensive quality of literacy, they constitute the work competence. So this article believes that, for the recruitment of talent, we must first have a staff recruitment from the inside out of the evaluation index system, supplemented by a sound system and scientific process, in order to implement the recruitment work.Again, R network company should go through the staff management, do further to cultivate and enhance the existing staff, for practitioners of the age characteristics of age characteristics, personality characteristics of the organization of training, also by training to look at employees and organizational values, the staff to determine the suitability in the role of enterprise development, the future the possible loss of loyalty, and so on are important. This paper holds that human resource management in the organization department to establish a sound management system of recruitment recruitment process, standardize the recruitment process, recruitment, recruitment index refinement clear standards, building evaluation system of recruitment, evaluation system and method of implement effect. In addition, when the company needs to introduce a new product, the need and the various departments within the enterpriseKEY WORDS： R Networking Company; Problems and countermeasures 目录摘 要1ABSTRACT4目录7第1章 绪论101.1研究背景及意义101.1.1研究背景101.1.2研究意义111.2国内外人力资源招聘研究现状111.2.1国外人力资源招聘研究现状111.2.2国内人力资源招聘研究现状121.3本文研究目的、内容和方法131.3.1本文研究目的131.3.2本文研究内容131.3.3本文研究方法13第2章 企业人力资源招聘理论及方法研究综述152.1人力资源招聘的基础理论研究152.1.1招聘与招聘体系的概念152.1.2人力资源招聘的意义和原则162.1.3人力资源招聘的方式172.1.4我国目前人力资源招聘存在的问题182.2人力资源招聘过程中方法的应用182.2.1建立完善的人力资源管理机制182.2.2发挥测评在招聘中的作用192.2.3选择合适的招聘途径和渠道192.3影响招聘有效性的因素192.3.1外部影响因素192.3.2影响招聘的内部因素212.4人力资源招聘选拔与测评222.4.1选拔与测评内容232.4.2选拔与测评方法242.5人力资源招聘效果评估242.5.1招聘成本效益评估252.5.2录用人员质量评估26第3章R网络公司招聘现状273.1 R网络公司概况273.2 R网络公司人力资源招聘现状283.3 R网络公司人力资源招聘问卷调查31第4章 R网络公司招聘存在问题及原因分析364.1招聘中存在的问题分析364.1.1对人力资源招聘工作重视不够374.1.2公司人力资源招聘工作没有系统规划374.1.3人力资源招聘程序不规范374.1.4缺少详尽的工作分析384.1.5招聘人员素质不高，招聘渠道较单一384.2招聘难的外部原因394.2.1公司所处地域、规模吸引力不够394.2.2公司总体薪酬福利水平有待提高394.3招聘难的内部原因404.3.1公司内部管理制度有待完善414.3.2 缺乏招聘职位的详细描述414.3.3 缺乏明确、可量化的所需人才标准424.3.4 对人才的评价方法过于简单43第5章 R网络公司招聘体系的完善445.1健全和规范企业招聘管理制度455.2细化职位招聘要求,完善招聘计划体系475.3明确人才招聘标准,构建人才测评体系485.4建立效果评估系统和方法495.5做好人力资源招聘甄选工作505.5.1甄选技术依据515.5.2甄选具体实施办法525.5.3候选人员选拔评价53第6章 结论与展望536.1结论536.2贡献之处546.3不足之处546.4 展望54参考文献55致 谢61图表索引目录表3-1 2015年R网络公司人员学历构成表28表3-2 2015年R网络公司招聘人数及结构表30表3-3 调查对象构成33图3-1员工资历平均年限. .34图3-2员工招聘渠道选择. .34表3-4招聘遴选过程表. 35表3-5招聘规划的制定部门.36表3-6招聘规划的制定时间. .36表4-1 R网络公司与几家互联网企业平均薪水比较40表5-1 R网络公司2014-2018年不同职位需求预测41图5-1 现阶段R网络公司招聘流程图.45图5-2 R网络公司招聘流程优化图49第1章 绪论人力资源工作作为企业管理的重要组成部分，在企业目标的达成核日常的工作管理中具有重要的作用。而员工的招聘更是被当作基础中的基础，具有着理论和实践的双重意义。本文以R网络公司为研究对象，在本章中主要有三方面的内容：人力资源招聘工作的研究背景与研究意义、国内外关于人力资源招聘的研究现状、本文的研究框架。1.1研究背景及意义1.1.1研究背景我们当下所处的时代被称为互联网大数据时代，这也就是说，人类已经被无处不在的信息包围，甚而形成了互联网思维。因此，人类的生活理念与生活方式都可以被认定为是带有互联网标签的。随着互联网的发展，空间与时间的限制被逐渐突破，不断开放的市场经济体制下，中国的中小型网络公司正在中国经济中发挥着越来越重要的作用，他们可以改变当下与未来的企业经营管理基调。而人力资源对网络公司的发展，起着至关重要的作用，这样一个高度发达的时代中，人力资源与资本.技术并称为企业的三大生命要素。但是现实经济生活中，人才招聘中存在着一些误区，网络行业竞争日趋激烈，环境越来越恶劣，网络机构的经营者感觉越来越压力大。同时，这也是一个新旧并行的时代，传统的理念习惯与新潮的意识思想激烈撞击着，人们所拥有的技能与知识被迅速更新，甚至淘汰，教育、科技、经济都面临着传统被颠覆的挑战与机遇。对于企业来说,规模和数量已经不能成为竞争的资本，技术的革新程度和管理的规范化与创新化才是决定企业发展的不竭动力。企业的招聘甚至成为和教育培训联系最为紧密的体系，不仅突破了原有的含义，还极大丰富了原有的功能。随着我国金融体制的改革，网络公司可以通过各种渠道进行融资，这种多渠道的方式也决定了其技术水平与管理水平必须相互匹配，意在不断提高。但目前来说，针对网络培训的公司规模都比较小，因此在薪酬分配、制度建设、发展方向和团队合作等多方面的问题就比较凸显。网络公司在员工招聘工作中，普遍存在者招聘难、流失高的问题，这不能不说是一个综合性的困境。1.1.2研究意义人才资源的多寡对企业的生存与发展具有决定性的作用，尤其是那些规模较小、初创发展的网络公司，人力资源是可以致命的因素。这就很好地解释了为什么每个网络公司在初创期都会大量的招聘员工，因为大量的积累才能甄选出核心人才，实现企业目标。另外，随着网络公司的不断发展壮大，技术性的工作会逐渐增多，愈加需要核心资源的帮助。就R网络公司来说，企业在日常运作和未来发展中对于人力资源的需要是基于对现状的解析上，这种解析更多是带有实验的性质，意在帮助企业完成招聘和管理，并将其转化成为有效成果落实到企业业绩上。通过对国内外先进人力资源管理理论的研究，以R网络公司为样本，进行人力资源管理体系的调查与研究，从人力资源的几大板块出发，就现有问题深入分析，提出有针对性和创见性的解决办法，进而改善甚至是改变R网络公司的现状，构建出一系列针对网络公司的科学先进的人力资源管理体系。1.2国内外人力资源招聘研究现状1.2.1国外人力资源招聘研究现状著名管理大师彼得德鲁克是这样定义企业管理的：所有的企业管理，最终都会归于人力的管理，所以说，人力资源的管理是企业管理的另一种的说法9。另外一位管理学大师西奥尔舒尔茨在人力资本投资一文中指出I0，企业对于人才的储备远胜于对任何一项物质的储备，要想让企业有更大的升值空间，最简洁的方法就是储备人才。人力资源理论研究者加里贝克尔的人力资本被学术界奉为人力资本投资起点的圭臬。上世纪八十年代，西方学者罗默和卢卡斯等人分别以不同的方式研究劳动力水平对于社会经济的促进作用I2。韦恩蒙迪在人力资源管理一书中也强调企业要尽可能吸纳人才，并运用各种激励方式带领员工进入到企业文化中去。 I3。学者Moser在管理学一书中提出，招聘效果是