摘 要
在中国经济不断发展的过程中，人们越来越清晰地认识到人才是支持我国经济健康稳定发展的核心要素，而当代企业越来越意识到人力资源的重要性，深深意识到员工是企业最宝贵的资源。员工招聘是企业人力资源管理与开发工作中一项重要的基础性工作，企业在成立之初需招聘人才，在发展、扩张时同样要通过招聘来吸引优秀人才，以获得优秀的人才，为企业注入“新血液” ，为企业的成长和发展及时补充动力、增添活力，以提高企业的核心竞争力。尽管很多企业管理者都表明了自己的观点，为许多企业提供宝贵的建议和策略。但是，无论是国内还是国外，很多中小企业在实际招聘工作中往往都会遇到各种各样的问题，这些问题在不同程度上反映着企业的招聘管理与体系还没跟上企业发展的节奏。并且，每个企业在招聘过程中出现的问题都不俱相同，应该具体情况具体分析解决。本课题就广东天擎会计公司的人力招聘工作过程而进行分析，并且通过查阅资料、文献等，重点分析其招聘工作现状和在工作中遇到的问题，从不同的角度和方向，利用招聘胜任力模型和人员匹配度等的方法对公司招聘工作体系进行较为全面和有效的研究分析，解决天擎公司在招聘中缺乏完善的招聘体系、招聘渠道单一、面试方法过于简单以及面试官队伍弱小和面试官综合素质不高的问题。希望通过本课题的科学、合理的对策和方案，能在一定程度上帮助像广东天擎会计公司这类小规模财税服务型企业解决人员招聘的问题。
关键词：天擎公司；人力招聘；方案设计
Abstract
In the process of Chinese economic development, more and more people clearly realize that human resources is the core elements to support the healthy and stable development of China’s economy, modern enterprises are more and more aware of the importance of human resources, deeply aware of the staff is the most valuable resources of enterprises. Staff recruitment is a human resources management and development of enterprises is an important basic work, companies need to recruit talents at the beginning of the establishment, development and expansion in the same through recruitment to attract talented people, in order to obtain outstanding talent, inject new blood for the enterprise, for the growth and development of enterprises timely supplement the power and vitality, to improve the core competitiveness of enterprises. Although many business managers have expressed their views, for many companies to provide valuable advice and strategies. However, whether domestic or abroad, many small and medium-sized enterprises in the actual recruitment work will often encounter a variety of problems, these problems reflects the recruitment management system of enterprise and the enterprise did not keep up with the pace of development in different extent. Moreover, each enterprise in the recruitment process problems are not the same, should be specific analysis of specific solutions. This topic is Guangdong Tianqing accounting company HR recruitment work process are analyzed, and through access to information and documents, focus on the analysis of their recruitment status and the problems encountered in the work, from different angles and directions, using the method of recruitment and personnel competency model matching the research more comprehensive and effective the analysis of the recruitment system, solve the Tianqing company in the recruitment in the lack of perfect recruitment system, recruitment channels, interview method is too simple and the interviewer team small and interviewer comprehensive quality is not high. Hope that through the scientific and reasonable countermeasures and solutions to help companies like Guangdong Tianqing accounting this kind of small scale tax service enterprises solve recruitment problems in a certain extent.
Keywords: Tianqing; HR recruitment; conceptual design
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目 录
1 绪论……………………………………………………………………………………………………………………………………………… 1
1.1 研究背景及意义…………………………………………………………………………………………………………………… 1
1.1.1 研究背景………………………………………………………………………………………………………………………. 1
1.1.2 研究意义………………………………………………………………………………………………………………………. 1
1.2 研究内容………………………………………………………………………………………………………………………………. 2
1.3 研究方法和研究框架…………………………………………………………………………………………………………… 2
1.3.1 研究方法………………………………………………………………………………………………………………………. 2
1.3.2 研究框架………………………………………………………………………………………………………………………. 2
2 企业人力招聘相关理论基础…………………………………………………………………………………………………….. 3
2.1 招聘………………………………………………………………………………………………………………………………………. 3
2.2 招聘程序………………………………………………………………………………………………………………………………. 3
2.3 胜任能力………………………………………………………………………………………………………………………………. 4
2.4 人职匹配度…………………………………………………………………………………………………………………………… 4
3 天擎公司的招聘工作情况分析………………………………………………………………………………………………… 4
3.1 招聘体系………………………………………………………………………………………………………………………………. 5
3.2 招聘渠道………………………………………………………………………………………………………………………………. 5
3.3 面试方法………………………………………………………………………………………………………………………………. 6
3.4 面试队伍素质………………………………………………………………………………………………………………………. 6
4 天擎公司人力招聘方案设计…………………………………………………………………………………………………….. 6
4.1 完善招聘体系………………………………………………………………………………………………………………………. 6
4.2 积极开拓招聘渠道……………………………………………………………………………………………………………….. 7
4.3 建设完整的面试方法…………………………………………………………………………………………………………… 8
4.4 提高面试队伍素质…………………………………………………………………………………………………………….. 10
5 结语……………………………………………………………………………………………………………………………………………. 10
参考文献……………………………………………………………………………………………………………………………………………. 12
致 谢……………………………………………………………………………………………………………………………………………. 13
