本文以 HX 公司作为研究样本，HX 公司始创于 1982 年，是以汽配工业为
主体，集科、工、贸为一体的，具有综合规模优势的多元化公司。汽配方向的
客户群集中在一汽-大众、上海大众、上海通用、北京奔驰、长安福特、上海汽
车等。游艇方向主要生产罩盖，供给苏州水星。另外企业还涉足房地产业，集
中在宁波及长春地区，集团目前形成多产业发展的格局。但是随着企业规模的
不断壮大，优秀人才的稀缺成为企业迫在眉睫亟待解决的问题
基于该家族企业 30 余年的发展历程及其形成的企业文化，本文从 HX 公司
总部深入调查目前人力资源发展现状，再对 HX 公司当前招聘管理工作存在的
问题做细致剖析，通过运用文献研究法、问卷调查法，访谈法等研究方法，找
出招聘管理问题出现的关键因素，针对诸如招聘流程不规范， 岗位定位模糊，
招聘渠道匮乏等问题提出解决方案及措施。从而优化 HX 公司整个招聘管理体
系，突破传统招聘选才旧模式的局限，使招聘管理工作更加高效，全面提升人
才匹配度，实现人力资源规划人才配置为家族企业的发展做到真正的支持
关键词：家族企业，汽配行业，招聘体系，流程家族企业招聘体系优化研究：以 HX 公司为例
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Optimization study on recruitment system of family business
—Taking HX company as an example
Abstract
Under the economic globalization and information explosion background, the Chinese
economy and world economy become increasingly interdependent, so the competition is fiercer
than before. More and more enterprises find that comparable advantage in competition is its human
resources. The most intense competition between enterprises is the talent competition. Talent is the
most important enterprise assets. The brain drain will lead to the increase of enterprise human
resource replacement cost, make the enterprise less competitive, and may even lead to business
failure. For family enterprises, talent is particularly important. If family enterprises want to keep
prosperous, they must formulate and improve human resource management and development
strategy.
Based on the HX company as the research sample, HX company was founded in 1982, it had
already shaped a business configuration dominated by auto parts industry, incorporating science
research, industrial production and trade service, to be an integrated enterprise. Main customers are
the FAW VW, Shanghai VW, Shanghai GM, Beijing Benz, Ford, Delphi Shanghai, Shanghai
Automotive, Suzhou Mercury and other OEMs. When the enterprise is building the brand, it has
also developed the real estate in Ningbo and Changchun. With further expanding the scale of
business, the shortage of outstanding talent is in need of being solved urgently.
Based on the company’s 30 years development process and culture, this article is to
investigate the company’s current situation of human resource, then presents a detailed analysis of
the problem of recruitment management. This study uses methodology of literature analysis,
questionnaire, interviews and so on. Then find out the key factor in recruitment problems. such as
nonstandard recruitment process, fuzzy post, lack of recruitment channels and so on . So there
should be put forward some suggestions, to optimize HX’s recruitment management system. And
to be effective, we should breakthrough the limitations of traditional hiring models, improve
talents-job fit degree, then make really properly supported for family company to realize the
optimal disposition of talent resources.
Key Words：Family Business, Auto Parts Industry, Recruitment System, Procedure宁波大学硕士专业学位论文
III
目 录
引 言.....1
1 绪论.....2
1.1 选题的背景与意义........2
1.2 研究综述........... 3
1.3 研究内容、思路和方法 4
1.4 研究难点及可能的创新点........ 6
2 家族企业招聘体系相关理论.. 7
2.1 招聘体系的概念7
2.2 理论基础........... 7
2.2.1 人职匹配理论......7
2.2.2 能力素质模型......8
2.3 家族企业定义... 8
2.4 家族企业招聘体系特点 9
3 HX 公司招聘体系现状分析.. 10
3.1 HX 公司概况介绍........10
3.2 HX 公司招聘体系现状 12
3.2.1 HX 公司目前招聘工作流程.......12
3.2.2 公司目前招聘渠道及方式.........14
3.2.3 公司招聘面试评估的标准.........14
3.2.4 HX 公司招聘数量及质量数据分析....... 14
4 关于对 HX 公司招聘体系的问卷调查及分析........... 18
4.1 调查问卷的设计..........18
4.1.1 研究目的........... 18
4.1.2 调查问卷的设计18
4.1.3 调查对象及统计发放方式说明.18
4.2 问卷统计分析. 18家族企业招聘体系优化研究：以 HX公司为例
IV
4.2.1 样本描述........... 18
4.2.2 招聘渠道分析....19
4.2.3 招聘流程调查分析........ 20
4.2.4 招聘工作评估调查分析 20
5 HX 公司招聘中存在的问题及原因分析........ 22
5.1 HX 公司招聘管理的问题......... 22
5.1.1 人力资源规划不合理.... 22
5.1.2 流程不规范........22
5.1.3 岗位定位模糊....23
5.1.4 招聘渠道匮乏.
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