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MBA硕士毕业论文_软动公司招聘管理优化研究DOC

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随着 IT 产业的快速发展,IT 技术人才成为各行各业争相争夺的资源,如 何做好 IT 技术人才的管理也为企业管理带来挑战。为解决资源及管理问题,企 业采取将人力资源招聘及管理外包的方式,以降低运营成本、减少固定投资、 优化业务组合,保证核心竞争力。软动公司作为 IT 外包业务的外包服务商,近 些年来获得迅速发展,IT 人力资源外包服务成为公司主营业务之一。该业务的 基本模式是:外包服务商招募大量 IT 技术人员,派驻到人力资源需求企业为其 工作,满足其人力资源需求。 为解决大量技术人员的招募工作,软动公司建立了上百人的专业招聘团队, 专门负责这些技术人员的招聘工作。但由于近几年人力成本不断攀升,同行业 竞争激烈,招聘工作的难度越来越大。因此,如何做好招聘及其管理工作,不 断提高招聘效率,就成为软动公司打造核心服务能力的关键。 本文依据人力资源招聘相关理论,通过研究相关文献,对软动公司人力资 源招聘及其管理体系中存在的员工不愿主动承担责任、招聘数据指标不统一和 招聘效率难以提升三个问题进行了分析。认为问题的主要原因是招聘团队职能 分工不明确、招聘数据管理缺少规划及规范、招聘制度及流程复杂及招聘业绩 激励政策不完善四个方面。 针对软动公司招聘管理存在问题,本文从招聘组织构架与职能优化、招聘 数据管理优化、招聘管理制度与流程优化、招聘考核制度优化四个方面分别给 出了优化对策及实施保障措施。同时总结出三个结论:(1)减少团队接口和职 能可以提升效率;(2)制度过于繁杂影响效率提升;(3)考核问题是团队管理 的核心问题。 本文的研究结果不仅可以作为软动公司在招聘管理上的管理参考和依据, 对于需要建立专业招聘团队的同类企业来说,同样具有借鉴和参考价值。也建 议有此需求的企业,在往后的企业管理中,通过不断提升人力资源招聘体系建 设,加强企业 IT 信息化建设,实现企业愿景及目标。 关键词:人力资源招聘,招聘效率,招聘制度兰州大学硕士学位论文 软动公司招聘管理优化研究 II RESEARCH ON OPTIMIZATION OF RECRUITMENT MANAGEMENT IN SOFTSTONE COMPANY Abstract With the rapid development of IT industry, IT technicians have become the competing resources of all company. The management of IT technicians also brings challenges to enterprise management. In order to solve the problems of resources and management, enterprises take the way of outsourcing human resources recruitment to reduce operating costs, reduce fixed investment, optimize business mix and ensure core competitiveness. As an outsourcing service provider of IT outsourcing business, Soft-Stone Company has developed rapidly in recent years, and IT human resources outsourcing service has become one of the main business of the company. The basic mode of this business is that outsourcing service providers recruit a large number of IT technicians and deploy them to human resource demand enterprises to work for them to meet their human resource needs. In order to solve the recruitment of a large number of technicians, the company has established a professional recruitment team of hundreds of employee, who are specially responsible for the recruitment of these technicians. However, due to the rising human cost and fierce competition in the same industry in recent years, the difficulty of recruitment is becoming more and more serious. Therefore, how to do a good job in recruitment and its management, and constantly improve the recruitment efficiency, has become the key to build core service capabilities of Soft-Stone. Based on the theory of human resource recruitment, this paper analyses three problems existing in the human resource recruitment policy of the company, such as employees' unwillingness to take responsibility, inconsistent recruitment data indicators and inefficiency. The main reasons are unclear division of recruitment functions, lack of planning and standardization of recruitment data management, complex recruitment policy and process, and imperfect performance policies. In view of the problems, this paper gives optimization solution and safeguards from four aspects: recruitment organization structure and function optimization,兰州大学硕士学位论文 软动公司招聘管理优化研究 III recruitment data management optimization, recruitment management policy and process optimization, and recruitment assessment system optimization. At the same time, three conclusions are drawn: (I) Reducing team interface and functions can improve efficiency; (II) the policy is too complicated to affect efficiency; (III) the assessment problem is the core issue of team management. The results of this study can not only be used as a reference and basis for the recruitment management of Soft-Stone, but also have reference value for any enterprise that needs to establish a professional recruitment team. It is suggested that enterprises should continuously improve the construction of human resources recruitment policy, strengthen enterprise IT system, and realize the vision and objectives of enterprises in the future. Key words: HR Recruitment, Recruitment Efficiency, Recruitment Policy兰州大学硕士学位论文 软动公司招聘管理优化研究 IV 目 录 摘要.................................................... I Abstract................................................. II 第一章 绪 论............................................ 1 1.1 研究背景与意义 ...............................................1 1.1.1 研究背景...............................................1 1.1.3 研究意义...............................................4 1.2 研究现状 .....................................................4 1.2.1 国内招聘管理的发展与研究现状...........................5 1.2.2 国外招聘管理的发展与研究现状...........................7 1.3 研究思路与方法 ...............................................8 1.3.1 研究思路...............................................8 1.3.2 研究框架...............................................8 1.3.3 研究方法...............................................9 第二章 相关概念及理论 .................................. 11 2.1 人力资源招聘相关概念 ........................................11 2.1.1 人力资源管理..........................................11 2.1.3 招聘及招聘管理........................................11 2.2 人力资源招聘相关理论 ........................................12 2.2.1 人力资源招聘的方式....................................12 2.2.2 人力资源招聘的一般流程................................13 2.2.3 人力资源招聘渠道......................................14 2.2.4 影响人力资源招聘的因素................................14 2.2.5 相关管理理论介绍......................................15 第三章 软动公司招聘管理问题分析 ........................ 19兰州大学硕士学位论文 软动公司招聘管理优化研究 V 3.1 软动公司招聘管理现状 ........................................19 3.1.1 软动公司背景简介......................................19 3.1.2 软动公司组织架构......................................19 3.1.3 软动公司招聘管理现状..................................20 3.2 软动公司招聘管理存在问题 ....................................25 3.2.1 员工不愿主动承担责任..................................25 3.2.2 招聘数据指标不统一....................................27 3.2.3 招聘效率难以提升......................................27 3.3 软动公司招聘管理存在问题原因分析 ............................29 3.3.1 职能分工不明确........................................30 3.3.2 数据管理缺少规划及规范................................31 3.3.3 招聘制度及流程复杂....................................31 3.3.4 招聘业绩激励政策不完善................................33 第四章 软动公司招聘管理优化方案 ........................ 35 4.1 招聘组织架构与职能优化 ......................................35 4.1.1 按业务划分招聘团队....................................36 4.1.2 建立能力中心小组......................................37 4.1.3 入职办理由专人负责....................................37 4.1.4 第三方渠道单独统一管理................................38 4.2 招聘数据管理优化 ............................................40 4.2.1 定义基础数据度量项....................................40 4.2.2 定义关键数据度量项....................................40 4.2.3 数据采集及管理方式....................................41 4.2.4 输出招聘数据报告......................................42 4.3 招聘管理制度与流程优化 ......................................43 4.3.1 开设在线培训课堂......................................44 4.3.2 开发招聘工作手册......................................44 4.3.3 优化简历推送流程......................................46 4.3.4 优化入职流程..........................................46 4.4 招聘考核制度优化 ............................................48 4.4.1 针对 ITO 类业务的考核制度优化..........................48兰州大学硕士学位论文 软动公司招聘管理优化研究 VI 4.4.2 针对 BPO 类业务的考核制度优化..........................50 第五章 软动公司招聘管理优化方案实施保障措施 ............ 53 5.1 组织与职能优化保障措施 ......................................53 5.1.1 制定组织调整实施计划..................................53 5.1.2 在招聘主管层面加强宣传................................54 5.1.3 与核心员工一对一面谈..................................54 5.2 数据管理优化的保障措施 ......................................55 5.3 制度与流程优化保障措施 ......................................56 5.2.1 传统方式开展制度培训..................................57 5.2.2 加强落实招聘处罚制度..................................57 5.4 招聘考核制度优化保障措施 ....................................58 5.4.1 安排招聘制度宣讲......................................58 5.4.2 设置制度试运行期......................................58 5.4.3 工具及人力保障........................................58 第六章 结论与展望....................................... 59 6.1 研究结论 ....................................................59 6.1.1 减少团队接口和职能可以提升效率........................59 6.1.2 制度过于繁杂影响效率提升..............................59 6.1.3 考核问题是团队管理的核心问题..........................60 6.2 研究展望 ....................................................60 6.2.1 重视企业人力资源招聘体系建设..........................60 6.2.2 加强企业 IT 信息化建设.................................61