SUCDRI设计院技术人员招聘策略的优化探析 摘要 随着中国大规模城市建设需求和政府对城市建设工作的重视，市政建设勘察设计 企业正处于快速发展阶段。一些单项专业设计院的壮大，各企业都进行专业延伸和扩 充，逐步走向综合化。所以，招募到合适的人才，壮大公司规模，才能达成胜任更多 更大的重点工程的目标，成为各大勘察设计企业不断探寻追求的重点。 在这样的行业背景下，本文的研究对象是SUCDRI设计院，作为上海资深的大 型综合国企设计院，随着市场竞争愈发激烈，经营环境愈发复杂，项目体量也越来越 大，技术人员的数量完全不能满足企业的发展速度。加之SUCDRI设计院一直未重 视招聘工作，使得SUCDRI设计院的招聘甄选工作显得格外重要和紧迫。 本文阐述了研究背景、研究目的、研究意义、研究思路以及研究方法。基于国内 外学者对人力资源理论的研究之上，加以总结和概括。运用PDCA理论来管理整个 招聘工作流程，从制订需求计划、甄选、评估、到总结经验。运用胜任素质模型理论 促进企业错误招聘观念的转变，关注冰山水面以下的素质，辨认出与岗位匹配的员工 需要的潜能，制订符合SUCDRI设计院的胜任素质模型，同时在面试中运用行为事 件访谈法，判断应聘者是否具有符合企业关心的核心素质。结合对SUCDRI设计院 招聘相关的工作人员和管理层进行访谈研究，探究SUCDRI设计院技术人员招聘过 程中存在的问题，在探讨SUCDRI设计院技术人员招聘情况的同时，也可了解各专 业院招聘相关人员对SUCDRI设计院技术人员招聘工作的期望和需求，为后期针对 SUCDRI设计院技术人员招聘策略的问题做改进研究和提供数据支持。通过问卷调查 的方式，总结和概括了SUCDRI设计院技术人员对企业目前的招聘策略的看法和建 议，明晰SUCDRI设计院技术人员招聘策略方面存在的问题。通过访谈法和问卷调 查法的使用，总结并归纳SUCDRI设计院技术人员招聘策略的问题和改进方向，并 对其进行分析和归纳，为本文后期技术人员招聘策略的优化提供导向性的数据支持。 随后，结合PDCA循环模型理论和胜任素质模型理论，对招聘策略问题给出相应的 对策，并对其提出实际的操作方式。同时，提出招聘策略的相关保障措施，以保证招 聘工作顺利进展并取得优质的效果。最后，对文章的研究进行总结，并提出目前研究 的不足之处和改进方向，希望将来可以做进一步的深入研究及应用。 本文的研究结论主要有以下内容，总结出SUCDRI设计院招聘甄选工作目前存 在的五个问题：一、招聘规划不足；二、招聘标准缺乏科学依据；三、招聘团队缺乏 专业性；四、招聘甄选方式不全面；五、招聘效果评估缺失。运用人力资源相关理论， 有针对性的制订与之对应的对策。结合企业发展与内外部环境因素，人才队伍建设等 摘要 要求，对招聘需求规划进行优化；结合SUCDRI设计院质量方针和企业愿景作为指 标要素，对比高绩效和一般绩效技术人员的差异，建立胜任素质模型，制订招聘标准； 根据企业发展需求，人才招聘需求，成立更专业的招聘团队；通过增加专业院笔试环 节、改进面试方法和提升面试技巧使得甄选方式更专业，效果更好；通过对招聘成本、 招聘渠道、录用人员质量的评估，以不断完善和优化SUCDRI设计院招聘甄选过程 和效果。 招聘策略是一个可持续优化、并且可根据实际情况动态调整的过程，没有一种招 聘策略方案是最好的，只有更合适企业本身的招聘策略。对于不同团队或不同企业的 不同发展阶段，招聘策略方案应该是不同的。只有根据企业自身所处环境和面临问题， 才能进行不断的检测和更新，以确保企业的招聘甄选工作能够帮助企业招聘人才时发 挥其应有的价值，满足企业发展需求，最终提高企业核心竞争力和实现企业战略的长 远发展目标。 关键字： 国企， 设计院， 技术人员， 招聘策略 ABSTRACT Optimization of Recruitment Strategy of SUCDRI Design Institute ABSTRACT With the increasing needs for large-scale urban construction in Chinese cities and the importance attached to urban construction work by the government, municipal construction surveying and designing enterprises are at a rapid development stage. In addition, with the expansion of some single professional design institutes, various enterprises are expanding and extending their professions, and gradually become more and more comprehensive. Therefore, how to attract talents, retain existing talents, cultivate potential talents, motivate employees at work and achieve the aim of living up to more and larger key projects have become the focus of various surveying and designing enterprises. Against such industrial background, the research object of this paper is SUCDRI Design Institute，as a senior large comprehensive state-owned enterprises design institute in Shanghai, With the increasingly fierce market competition, the increasingly complex business environment, and the increasing volume of projects, the number of technical personnel can not meet the development speed of enterprises. In addition, the recruitment and selection work of SUCDRI Design Institute is particularly important and urgent because it has never really recruited people on a large scale from the initial non recruitment to the original waiting for talents to be sent to the door. This paper describes the research background, research purpose, research significance, research ideas and research methods. Based on the research of domestic and foreign scholars on human resource theory, it is summarized and summarized. Use PDCA theory to manage the whole recruitment process, from making demand plan, selecting, evaluating, to summarizing experience. Using competency model theory to promote the change of the concept of false recruitment, paying attention to the quality below the iceberg, identifying the potential of the staff matching the position, formulating competency model in line with SUCDRI Design Institute, and using behavior event interview method in the interview to judge whether the candidates have the core quality in line with the concern of the enterprise. Combined with the interview and Research on the relevant staff and management of SUCDRI Design Institute recruitment, this paper explores the problems existing in the recruitment process of technical personnel of SUCDRI Design Institute. While discussing the recruitment situation of technical personnel of SUCDRI Design Institute, it can also understand the expectations and needs of relevant personnel of various ABSTRACT professional institutes for the recruitment of technical personnel of SUCDRI Design Institute, so as to provide a reference for the later stage To improve the recruitment strategy and provide data support. Through the way of questionnaire survey, this paper summarizes and summarizes the opinions and suggestions of the technical personnel of SUCDRI Design Institute on the current recruitment strategy of the enterprise, and clarifies the problems existing in the recruitment strategy of the technical personnel of SUCDRI Design Institute. Through the use of interview method and questionnaire survey method, this paper summarizes and summarizes the problems and improvement direction of technical personnel recruitment strategy of SUCDRI Design Institute, analyzes and summarizes them, and provides guidance data support for the optimization of technical personnel recruitment strategy in the later stage of this paper. Then, combined with PDCA cycle model theory and competency model theory, the paper gives the corresponding countermeasures to the recruitment strategy, and puts forward the actual operation mode. At the same time, it puts forward the relevant guarantee measures of recruitment strategy to ensure the smooth progress of recruitment work and achieve high-quality results. Finally, this paper summarizes the research of this paper, and puts forward the shortcomings and improvement direction of the current research, hoping to do further research and application in the future. The research conclusion of this paper mainly includes the following contents, summarizing the five problems existing in the recruitment and selection work of SUCDRI Design Institute at present: first, the lack of recruitment planning; second, the lack of scientific basis for recruitment standards; third, the lack of professionalism of recruitment team; fourth, the lack of comprehensive recruitment and selection methods; fifth, the lack of recruitment effect evaluation. Using the theory of human resources, we can make corresponding countermeasures. Optimize the recruitment demand planning according to the requirements of enterprise development, internal and external environmental factors, talent team construction, etc.; take the quality policy and enterprise vision of SUCDRI Design Institute as the indicator elements,