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摘要
摘要
互联网时代的企业，要想在激烈的市场竞争中取得优势地位，实现企业的战略目标，
通过有效的人员招聘管理吸引和获取高质量的优秀人才非常重要。而中高层管理者是企
业发展的中坚力量和领军人物，影响着企业的高效运营和未来的可持续发展，因此中高
层管理者的招聘尤为重要。改进中高层管理者招聘方案，可以有效确保招聘工作的效果，
提升招聘工作效率，对企业具有重要的现实意义。
本文以 H公司为例，通过文献分析、案例分析、问卷调查、专家访谈等方法，深入
调研 H公司中高层管理者招聘情况，通过相关资料的收集和整理和对比分析，发现其中
高层管理者招聘工作存在招聘标准不科学、招聘周期过长、招聘渠道单一、招聘成本过
高、人岗匹配度低等问题。在此基础上，本文具体分析了导致上述问题的原因，并提出
针对性的解决措施，对其中高层管理者招聘方案进行了再设计。具体措施包括建立了中
高层管理者的胜任力素质模型，设计中高层管理者招聘流程，完善了招聘成本分析及招
聘效果评估体系，并就设计方案提出了对应的实施保障措施。
同时 H公司中高层管理者招聘存在的问题也具有一定的普遍性和代表性，所以本文
可以为其他存在类似问题的企业提供参考价值和借鉴经验。
关键词：中高层管理者，胜任力素质，招聘流程，招聘效果评估，方案设计
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西北大学硕士学位论文
ABSTRACT
In the Internet era, it is very important for enterprises to attract and obtain high-quality talents
through effective personnel recruitment management in order to obtain an advantageous
position in the fierce market competition and achieve their strategic objectives. Middle and
senior managers are the backbone and leaders of enterprise development, which affects the
efficient operation and future sustainable development of enterprises. Therefore, the
recruitment of middle and senior managers is particularly important. Improving the
recruitment scheme of middle and senior managers can effectively ensure the effect of
recruitment and improve the efficiency of recruitment, which is of great practical significance
to enterprises.
Taking H company as an example, through literature analysis, case analysis, questionnaire
survey, expert interview and other methods, this paper deeply investigates the recruitment of
middle and senior managers in H company. Through the collection, sorting and comparative
analysis of relevant data, it is found that there are some problems in the recruitment of senior
managers, such as unscientific recruitment standards, long recruitment cycle, single
recruitment channel, high recruitment cost Low matching degree of people and posts. On this
basis, this paper analyzes the causes of the above problems, puts forward targeted solutions,
and redesigns the recruitment scheme of senior managers. The specific measures include
establishing the competency model of middle and senior managers, designing the recruitment
process of middle and senior managers, perfecting the recruitment cost analysis and
recruitment effect evaluation system, and putting forward the corresponding implementation
guarantee measures for the design scheme.
At the same time, the problems existing in the recruitment of middle and senior managers in
H company also have a certain universality and representativeness, so this paper can provide
reference value and experience for other enterprises with similar problems.
Keywords: Middle and senior managers, competency, recruitment process, recruitment effect
evaluation, scheme design
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