大连理工大学专业学位硕士学位论文
摘 要
招聘是企业选才的重要途径。企业通过有效的招聘获得优秀人才以保障企业高效率、
高利润的生产经营活动，招聘对于企业核心竞争力的建立和企业战略目标的完成起到了
关键的作用。
大连金田市政工程有限公司作为一家中小型建筑类企业，在优秀人才的获取上面临
着招聘时间耗费长、人才与岗位匹配度低、高素质人才容易流失等困难。企业亟待对现
有招聘体系进行优化以保证企业人才的储备比肩企业的发展。
本文以大连金田市政工程有限公司为研究对象，对其招聘体系的优化问题展开研究。
论文首先研读了人力资源管理中招聘管理板块的相关文献，识别出所需理论与工具，运
用调查问卷法和访谈法对金田市政公司的招聘体系进行全面分析，发现缺乏招聘规划、
人才和岗位匹配度低、招聘渠道单一、招聘流程不科学等是企业目前人才招聘面临的主
要问题。结合相关理论与实践经验，从招聘计划、招聘渠道、招聘团队建设等方面设计
出满足企业现行招聘工作的优化方案，并对优化的招聘体系实施给出了保障措施，该研
究成果将对建筑类行业其他中小企业招聘体系构建起到一定的借鉴意义。
关键词：建筑业；人力资源管理；招聘体系；优化
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大连金田市政工程有限公司招聘体系优化研究
The Study on Recruitment System Optimization of DL JinTian Municipal
Works Co.Ltd
Abstract
Recruitment is an important way for enterprise to select talents. Enterprise obtain
excellent talents through effective recruitment so that to ensure efficient and profitable
production and operation activities Recruitments plays a key role in the establishment of
enterprises’ core competitiveness and the completion of enterprises’ strategic objectives.
Dalian Jintian Municipal Engineering Co.,Ltd.as a small and medium-sized construction
enterprises, in the acquisition of excellent talents, it is faced with difficulties such as long time
to recruit, low matching degree between talents and posts, and easy loss of high-quality
talents. It is urgent for enterprises to optimize the existing recruitment system to ensure that
the talent reserve of enterprises is equal to the development of enterprises.
This paper takes Jintian Municipal Engineering Co., LTD as the research object, study
the optimization of its recruitment system. First of all, the paper studied the relevant literature
of recruitment management in human resource management, recognize he theory and tools
needed, use the method of questionnaire and interview to Jintian Municipal Company's
recruitment system for a comprehensive analysis, finds that the main problems faced by
enterprises in talent recruitment are lack of recruitment rules, low matching degree between
talents and positions, single recruitment channel and unscientific recruitment process.
Combine relevant theory and practical experience to meet the current recruitment of the
enterprise optimization plan from the recruitment plan, recruitment channels, recruitment
team construction and other aspects of the design., it also gives some safeguard measures for
the implementation of the optimized recruitment system, this research results will play a
certain reference to the construction of other small and medium-sized enterprises in the
construction industry recruitment system.
Keyword: construction industry; human resource management ; recruitment system;
optimize
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大连理工大学专业学位硕士学位论文
目录
摘 要.............................................................................................................................I
Abstract ............................................................................................................................. II
1 绪论.............................................................................................................................. 1
1.1 研究背景........................................................................................................... 1
1.2 研究目的和意义............................................................................................... 1
1.2.1 研究目的................................................................................................ 1
1.2.2 研究意义................................................................................................ 1
1.3 研究内容与方法............................................................................................... 2
1.3.1 研究内容................................................................................................ 2
1.3.2 研究方法................................................................................................ 2
2 相关理论综述.............................................................................................................. 4
2.1 招聘概述......................................................................................................... 4
2.1.1 招聘与招聘管理.................................................................................... 4
2.1.2 招聘原则................................................................................................ 5
2.1.3 招聘影响因素........................................................................................ 5
2.1.4 招聘体系................................................................................................ 6
2.2 招聘理论及模型............................................................................................... 8
2.2.1 人岗匹配理论........................................................................................ 8
2.2.2 胜任力模型.......................................................................................... 10
3 公司招聘体系的现状及问题分析............................................................................ 13
3.1 公司概况......................................................................................................... 13
3.1.1 公司现状.............................................................................................. 13
3.1.2 公司人力资源现状.............................................................................. 14
3.2 公司招聘体系现状......................................................................................... 18
3.2.1 公司招聘体系的构成.......................................................................... 18
3.2.2 制定招聘计划...................................................................................... 19
3.2.3 招聘渠道使用现状.............................................................................. 19
3.2.4 选拔流程.............................................................................................. 20
3.2.5 员工录用.............................................................................................. 20
3.3 公司招聘体系存在的问题及原因分析......................................................... 21
3.3.1 应聘者反馈调查分析.......................................................................... 21
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