随着经济贸易的全球化和信息化的迅速发展，当下时代充满了机遇和挑战， 随之人力资源的竞争也日趋激烈。由于人力资源的质量直接关系到企业的发展和 生命力，所以企业更加意识到人才竞争是企业竞争的本质，即人才是企业谋求发 展的重要资源和核心竞争力。企业想要拥有高素质的人才，其最为关键的环节就 是员工招聘，这一环节是人力资源管理各活动中最为基础的工作，也是一项关键 的组织职能。员工招聘的工作质量直接关系到企业整体运转效率，也是实现企业 人力资源开发与管理有效性的重要保证，在企业管理体系中有着不可或缺的地位 和作用。如何保证员工招聘的合理性与有效性，对企业战略格局的转变尤为重要。 本文围绕 A 企业员工招聘策略展开研究。首先，通过对国内外人力资源研 究文献的阅读，了解对企业员工招聘的相关研究，从企业人力资源需求、员工综 合素质、招聘渠道及测评方法四个方面介绍了企业相关的基本状况，分析了企业 的现存问题及影响的关键因素。其次，基于问卷调查、行为事件访谈，并根据调 查数据与访谈结果构建与 A 企业匹配的胜任力模型，制定了提升员工综合素质、 提高招聘人员专业度的计划，设计了招聘渠道与测评方法。最后，提出完善需求 分析、提升综合素质、增加招聘渠道、丰富测评方式、提高招聘人员专业度以保 障优化方案顺利实施，并提出了相应的保障措施。 关键词，胜任力模型，员工招聘，方案优化江 苏 大 学 工 商 管 理 硕 士 （MBA） 学 位 论 文 II ABSTRACT With the rapid development of globalization and formalization in economic area, the current world is in a epoch full of opportunities and challenges, which causes a growing competition of human resources. As the quality of human resources is directly related to the development and vitality of companies, it is truly and clearly proved that competition for qualified human resources becomes a nature of commercial competition. In other words, qualified human resources are significant capital and core competition strategy to promote a sustainable development of the company. To obtain high-quality staff team, a key point is on recruitment, which is a base step of all human resource management activities and also a crucial organizational function. The quality of recruitment generates a direct influence on the operation efficiency of enterprises, which provides a strong guarantee of the validity towards human resource development and management, and also plays a leading role in enterprise management system. Consequently, a core issue is how to guarantee the rationality and validity of employee recruitment, which is essential for the change of enterprise strategic situation. This thesis generates a comprehensive and deep research of recruitment strategies based on A Company. The research first reviews the literature of worldwide human resource cases to gain a deep insight on the state of art; meanwhile, the thesis summarizes the basic situation of A Company, and analyzes the key ingredients of current issues and their effects based on several perspectives, such as the requirements of human resource, the comprehensive quality of employees, the recruiting approaches and evaluation methods. Second, an A Company-based competency model is built on our investigation figures and analysis results that are obtained from questionnaires and interviews. According to the model and analysis, the research then offers effective solutions to improve the comprehensive quality of employees and professional standards of recruiting staff. Moreover, the research proposes novel recruiting approaches and evaluation methods. Third, the thesis develops a江 苏 大 学 工 商 管 理 硕 士 （MBA） 学 位 论 文 III comprehensive recruiting solution for A Company, which comprises the principles of completing requirement analysis, improving comprehensive quality, extending recruiting approaches and evaluation methods, and enhancing the professionalization of recruiting staff, as well as a set of guarantee measures corresponding to these principles. Key words: Competency Model, Employee Recruitment, Program Optimization江 苏 大 学 工 商 管 理 硕 士 （MBA） 学 位 论 文 IV 目 录 第 1 章 绪论 .................................................................................................................1 1.1 研究背景 ........................................................................................................................ 1 1.2 研究目的及意义 ............................................................................................................ 2 1.3 国内外员工招聘的研究现状 ........................................................................................ 2 1.3.1 国外员工招聘的研究现状 ..................................................................................... 2 1.3.2 国内员工招聘的研究现状 ..................................................................................... 4 1.4 研究内容与技术路线 .................................................................................................... 6 1.4.1 研究内容 ................................................................................................................. 6 1.4.2 研究技术路线 ......................................................................................................... 7 1.5 研究方法 ........................................................................................................................ 8 第 2 章 相关理论基础 .................................................................................................9 2.1 人力资源管理概念 ........................................................................................................ 9 2.1.1 人力资源管理的含义 ............................................................................................. 9 2.1.2 人力资源管理的发展趋势 ..................................................................................... 9 2.2 员工招聘相关理论 ...................................................................................................... 10 2.2.1 员工招聘的含义及原则 ....................................................................................... 10 2.2.2 员工招聘的目标与意义 ....................................................................................... 11 2.2.3 员工招聘方式的比较 ........................................................................................... 11 2.2.4 胜任力模型 ........................................................................................................... 13 第 3 章 A 企业员工招聘现状及存在的问题 ...........................................................15 3.1 A 企业简介 ................................................................................................................... 15 3.1.1 A 企业概述 ............................................................................................................ 15 3.1.2 A 企业组织结构 .................................................................................................... 16 3.1.3 现有员工结构分析 ............................................................................................... 17 3.2 A 企业员工招聘现状分析 ........................................................................................... 20 3.2.1 企业员工招聘现状 ............................................................................................... 20 3.2.2 企业近年招聘情况 ............................................................................................... 21 3.3 招聘评价体系及问卷调查 .......................................................................................... 22 3.3.1 构建招聘评价指标体系 ....................................................................................... 22 3.3.2 效果评价与分析 ................................................................................................... 23 3.3.3 问卷设计与发放 ................................................................................................... 24 3.3.4 问卷结果分析 ....................................................................................................... 25江 苏 大 学 工 商 管 理 硕 士 （MBA） 学 位 论 文 V 3.4 员工招聘存在的问题 .......................................................................................