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MBA毕业论文_工程咨询公司应届毕业生招聘研究-胜任力模型视角PDF

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在经济全球化的今天,人力资源逐渐成为企业的核心资源。企业间的竞争不再是单 独依靠物质资本的传统方法,而是通过加大人力资本投资,改善人力资源管理水平,从 而推动企业创新能力,因此招聘自然而然地就成为人力资源管理的重要环节。应届毕业 生凭借自身易获得、易培养、易配置、人力成本低等优势,受到各大企业人力资源的青 睐。但当前,企业在应届毕业生招聘方面呈现出传统招聘模式成效低,招聘到的应届毕 业生胜任力水平低等问题。本文以A工程咨询公司为研究对象,运用文献研究法、问卷 调查法、访谈法研究公司应届毕业生招聘管理现状问题,针对应届毕业生招聘管理问题 设计招聘优化策略及其保障措施。 首先,本文阐述了论文的研究背景和意义,总结有关应届毕业生招聘的相关研究现 状,基于专家学者的理论成果及我国近年来应届毕业生招聘概况,确定本文的研究内容 及方法。以招聘的相关理论为基础,对其招聘流程中招募、选拔、录用、评估各个环节 进行分析。其次,从公司概况及人力资源的基本情况介绍A工程咨询公司,从现有的招 聘流程、招聘对公司发展的积极作用与不足、应届大学生招聘及离职情况方面分析公司 应届毕业生招聘管理效果,从而确定A工程咨询公司在应届毕业生招聘管理的问题及其 原因。再次,运用行为事件访谈法和问卷调查法,构建毕业生通用胜任力素质模型和毕 业生岗位胜任力素质模型。基于应届毕业生胜任力素质模型对现有招聘体系进行优化, 以胜任力为基础制定科学的岗位工作分析,设计岗位说明书及岗位申请表。优化应届毕 业生招聘甄选方法,采用行为面试法对毕业生进行有效的选拔,同时加强面试官的培训, 提升面试官小组的整体综合素质,在招聘质量、效率、成本和录用人员四个方面完善招 聘管理体系的评估机制。最后,通过制度、资金、人员、文化方面来保障基于胜任力应 届毕业生招聘优化体系的有效运行。 关键词:应届毕业生;胜任力素质模型;招聘 II Abstract Intoday'seconomicglobalization,humanresourceshavegraduallybecomethecore resourcesofenterprisespetitionamongenterprisesisnolongerthetraditionalmethodof relyingsolelyonphysicalcapital,butthroughincreasinginvestmentinhumancapitalto improvethelevelofhumanresourcemanagement,thuspromotingtheinnovationabilityof enterprises.Therefore,recruitmentnaturallybecomesanimportantpartofhumanresource management.Freshgraduatesbyvirtueoftheirowneasytoobtain,easytotrain,easyto configure,lowlaborcosts,favoredbythemajorenterpriseshumanresources.Butatpresent, enterprisesintherecruitmentofnewgraduatesinthetraditionalrecruitmentmodeoflow efficiency,recruitmentofnewgraduatescompetencylevellowproblems.Thisdissertation takesAengineeringconsultingcompanyastheresearchobject,studiesthecurrentsituationof thecompany'srecruitmentmanagementoffreshgraduatesbymeansofliteratureresearch, questionnairesurveyandinterview,anddesignstheoptimizationschemeandimplementation guaranteemeasuresfortherecruitmentmanagementoffreshgraduates. First,thisdissertationexpoundstheresearchbackgroundandsignificanceofthe dissertation,summarizesthecurrentsituationoftherelevantresearchontherecruitmentof freshgraduates,anddeterminestheresearchcontentandmethodofthisdissertationbasedon thetheoreticalachievementsofexpertsandscholarsandthegeneralsituationofthe recruitmentoffreshgraduatesinChinainrecentyears.Basedontherelevanttheoriesof recruitment,thisdissertationanalyzestherecruitment,selection,recruitmentandevaluationin therecruitmentprocess.Secondly,fromthecompanyprofileandintroducethebasicsituation ofhumanresourcesAengineeringconsultingfirms,fromtherecruitmentprocess,recruitment ofexistingpositiveroleforthedevelopmentofthecompanyandtheinsufficiency,the graduaterecruitmentandexitsituationanalysistothefreshgraduaterecruitmentmanagement effect,todetermineAengineeringconsultancycompanyinthisyear'sgraduaterecruitment managementproblemsanditsreason.Thirdly,thegeneralcompetencymodelandthepost competencymodelofgraduatesareconstructedbyusingthebehavioraleventinterview methodandthequestionnairesurveymethod.Basedonthecompetencymodeloffresh III graduates,thecurrentrecruitmentsystemisoptimized,andascientificjobanalysisismade basedoncompetency,jobdescriptionandjobapplicationformaredesigned.Weshould optimizetherecruitmentandselectionmethodsoffreshgraduates,adoptthebehavioral interviewmethodtoeffectivelyselectgraduates,strengthenthetrainingofinterviewers, improvetheoverallqualityoftheinterviewers'team,andimprovetheevaluationmechanism oftherecruitmentmanagementsysteminthefouraspectsofrecruitmentquality,efficiency, costandpersonnel.Finally,throughthesystem,capital,personnel,culturalaspectstoensure theeffectiveoperationofthecompetency-basedfreshgraduatesrecruitmentoptimization system. KeyWords:Freshgraduate;CompetencyModel;Recruitment IV 目录 1绪论.........................................................................................................................................1 1.1研究背景和意义...........................................................................................................1 1.1.1研究背景.............................................................................................................1 1.1.2研究意义.............................................................................................................1 1.2研究现状.......................................................................................................................2 1.2.1应届毕业生招聘的研究.....................................................................................2 1.2.2应届毕业生招聘方式的研究.............................................................................3 1.2.3应届毕业生招聘有效性的研究.........................................................................4 1.3应届毕业生招聘概况...................................................................................................5 1.3.1全国应届毕业生人数统计情况.........................................................................5 1.3.2应届毕业生招聘的特点.....................................................................................6 1.4研究内容.......................................................................................................................7 1.5研究方法.......................................................................................................................8 1.6创新点...........................................................................................................................9 2员工招聘的相关理论基础...................................................................................................10 2.1员工招聘概论.............................................................................................................10 2.2员工招聘的流程.........................................................................................................10 2.1.1招募...................................................................................................................11 2.1.2选拨...................................................................................................................11 2.2.3录用...................................................................................................................12 2.2.4评估...................................................................................................................13 2.3员工招聘相关理论.....................................................................................................13 2.3.1胜任力理论.......................................................................................................13 2.3.2人岗匹配模型...................................................................................................16 3A工程咨询公司应届毕业生招聘管理现状........................................................................17 3.1公司概况.....................................................................................................................17 3.1.1公司简介...........................................................................................................17 V 3.1.2公司人力资源概况...........................................................................................18 3.2公司应届毕业生招聘现状.........................................................................................18 3.2.1公司招聘流程....................