A Dissertation Submitted to Guangdong University of
Technology for the Degree of Master
（Master of Business Administration）
G company’s Research on Optimization of recruitment
management
Candidate:Xiaojun,He
Supervisor: Hao,Chen
Out-of-school Supervisor：Xuanzheng,Xie
May 2022
School of Management
Guangdong University of Technology
Guangzhou， Guangdong，P.R.China，510520
摘要
摘要
随着我国经济的发展，改革开放的不断深入，现代企业制度的建立为企业提供更
多的岗位，企业的核心竞争力便为人才，各个企业组织要想在激烈的经济大环境中取
得一席之地，必须将人才放在首要的位置。企业吸引和留住人才，需要有完善的人才
招聘、培养与管理机制。有了优秀的管理人才和技术创新队伍，加上企业合理的运营，
便会随之而来更多的经济效益，因此提升企业人才竞争力是企业发展重要的一环。只
有拥有优质的人才，企业才能不断发展和进步，才能在竞争中立于不败之地。招聘工
作是企业人才系统中的首要环节，是企业不断吸纳新鲜血液、保持良性循环的保证。
有效的招聘可以缓解社会的就业压力，为社会和企业培养更多的人才，同时招聘还可
以提高企业形象，打造企业品牌。
近年在全球疫情、国家“双减”政策背景下，以成人非学历教育培训为主营业务的 G
公司在人员招聘，业务整合方面有了不少的影响和挑战，G公司对各类人才的需求变
得更有针对性，加上毕业生人数逐年增高，如何更好汇聚适合 G公司的人才显得尤为
重要。
本文通过对相关人力资源管理理论的梳理，研究国内外有关招聘管理实践，以 G
公司招聘环节、招聘工作的执行情况作为研究对象，以招聘效果作为研究成果，分析
招聘的成效以及优化方向，展开对 G公司招聘全过程的研究，在对调研结果统计的基
础上，找出 G公司在各个招聘环节中存在的问题，剖析影响招聘效果的关键性影响因
素，并结合 G公司实际情况、现有招聘方案，引入人岗匹配、胜任力模型，提出合理
化解决方案与建议，设计出适合 G公司持续健康发展的招聘方案。通过优化招聘渠道，
优化招聘规划，优化招聘团队，引进科学甄选测评工具，构建公司人才档案库，建立
招聘效果评估体系，旨在打造出适合 G公司的招聘体系。提高招聘效能，增强企业的
市场活跃力，对提升公司品牌形象，最终为 G公司实现战略目标提供强有力的人力资
源保障体系大有裨益。
关键词：人力资源管理；招聘；胜任力模型；人岗匹配
I
广东工业大学硕士专业学位论文
Abstract
With the development of China's economy, the establishment of modern enterprise
system provides enterprises with more jobs, and the core competitiveness of enterprises is
the competition for talents. In order to survive in the fierce economic environment, all kinds
of enterprise organizations must put talents in the primary position. Enterprises need perfect
talent recruitment Training and management mechanism. Only with high-quality talents can
the enterprise prosper and remain invincible in the competition. Effective recruitment can
alleviate the pressure of social employment and cultivate more talents for the society and
enterprises themselves. At the same time, it can also improve the corporate image and
establish the corporate brand through recruitment.
In recent years, under the background of the global epidemic and the national "double
reduction" policy, G company, whose main business is adult non academic education and
training, has had a lot of influence and challenges in personnel recruitment and business
integration. G company's demand for all kinds of talents has become more targeted.
By combing the relevant human resource management theories, this thesis studies the
relevant recruitment management practices at home and abroad, takes the recruitment link
and the implementation of recruitment work of G company as the research object, takes the
recruitment effectas theresearch result,analyzes theeffectiveness andoptimization
direction of recruitment, and carries out the research on the whole recruitment process of G
company. Based on the statistics of the research results, Find out the problems existing in the
recruitment processof G company,analyze thekey influencing factorsaffecting the
recruitment effect, combine the actual situation and existing Recruitment Scheme of G
company, introduce the person post matching model and competency model, put forward
reasonable solutions and suggestions, and design a recruitment scheme suitable for the
sustainable and healthy development of G company. By optimizing recruitment channels,
optimizingrecruitmentplanning,optimizingrecruitmentteam,introducingscientific
selection andevaluation tools, building thecompany's talent archiveand establishing
recruitment effect evaluation system, it aims to create a recruitment system suitable for G
company, improve recruitment efficiency, enhance the market activity of the enterprise and
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