西北大学硕士学位论文
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文收录到《中国学位论文全文数据库》或其它相关数据库。
保密论文待解密后适用本声明。
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西北大学学位论文独创性声明
本人声明：所呈交的学位论文是本人在导师指导下进行的研究工作及
取得的研究成果。据我所知，除了文中特别加以标注和致谢的地方外，本
论文不包含其他人已经发表或撰写过的研究成果，也不包含为获得西北大
学或其它教育机构的学位或证书而使用过的材料。与我一同工作的同志对
本研究所做的任何贡献均已在论文中作了明确的说明并表示谢意。
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摘要
摘要
人才是公司发展的重要因素，而招聘是公司获取人才的重要途径，因此招聘成为人
力资源管理或战略管理非常重要的一个环节，合理高效的招聘为公司提升人力资本与智
力资本、提升公司发展绩效具有重要的意义。面临时代的变化，人力资源管理模式的大
变化，其所对应的招聘体系也在不断变化，如何在变化中捕捉提升招聘绩效的方式，成
为现阶段研究的主要问题。
KL公司是位于四川省的制药行业，近年来业务发展迅速，亟需扩充生产部门的员
工为后续的制造生产提供人力资本，因此如何更好的招聘生产部门的员工成为重要问
题。本论文的研究对象聚焦于 KL公司生产部门，研究 KL公司现阶段招聘环节的状况
与特征。借助相关理论，用实地调研与问卷分析等方法研究 KL公司现阶段在生产部门
员工招聘时存在的问题，主要包括：招聘团队的专业素养低、忽视各个岗位的工作分析、
校园招聘与社会招聘存在问题以及缺乏相应的反馈机制。针对上述问题，提供了相应的
解决方案，包括提升招聘团队专业能力、明晰招聘需求、完善校园招聘、提升社会招聘
的针对性以及建立招聘反馈体系。最后，为了进一步促进上述的改进方案实行，提供了
组织、技术与制度层面的保障措施，从而确保 KL公司提升招聘绩效，进而为 KL公司
长久运营发展提供基础。
关键词：招聘，生产部门人力资源管理，KL公司
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西北大学硕士学位论文
ABSTRACT
Talent is an important factor in the development of a company, and recruitment is an
important way for companies to obtain talents. Therefore, recruitment has become a very
important part of human resource management or strategic management. Reasonable and
efficient recruitment can enhance human capital and intellectual capital for companies, and
improve corporate development performance Has important meaning. Faced with the changes
of the times and the big changes in human resource management models, the corresponding
recruitment system is also constantly changing. How to capture the way to improve
recruitment performance in the change has become the main issue of research at this stage.
KL is a pharmaceutical industry located in Sichuan Province. Its business has developed
rapidly in recent years. It urgently needs to expand the staff of the production department to
provide human capital for subsequent manufacturing. Therefore, how to better recruit
employees in the production department has become an important issue. The research object
of this paper focuses on the production department of KL company, and studies the status and
characteristics of the recruitment process of KL company at this stage. With the help of
related theories, field research and questionnaire analysis are used to study the problems
existing in the recruitment of employees in the production department of KL at this stage,
mainly including: the low professionalism of the recruitment team, the neglect of job analysis
of various positions, the existence of campus recruitment and social recruitment problems,
and lack of corresponding feedback mechanisms. In response to the above problems,
corresponding solutions are provided, including improving the professional capabilities of the
recruitment team, clarifying recruitment needs, improving campus recruitment, improving the
pertinence of social recruitment, and establishing a recruitment feedback system. Finally, in
order to further promote the implementation of the above-mentioned improvement plan,
organizational, technical and institutional safeguards are provided to ensure that KL company
improves recruitment performance, thereby providing a foundation for KL company's
long-term operation and development.
Keywords: Recruitment, production department, human resource management, KL enterprise
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