中国人寿天津塘沽支公司新员工招聘方案设计
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。员工新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，企业在成立之初需新员工招聘人才，在发展、扩张时同样要通过新员工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新员工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新员工招聘管理与体系还没跟上企业发展的节奏。并且，每个企业在新员工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。本课题就中国人寿天津塘沽支公司的新员工招聘工作过程而进行分析，并且通过查阅资料、文献等，重点分析其新员工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，利用新员工招聘胜任力模型和人员匹配度等的方法对公司新员工招聘工作体系进行较为全面和有效的研究分析，解决天津塘沽支公司新在新员工招聘中缺乏完善的新员工招聘体系、新员工招聘渠道单一、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中国人寿天津塘沽支公司这类小规模服务型企业解决人员新员工招聘的问题。
关键词：天津塘沽支公司新；新员工招聘；方案设计
China Life Tianjin Tanggu branch new staff recruitment program design
Abstract
In the process of continuous development of China’s economy, people are increasingly aware that talent is the core element to support the healthy and stable development of our economy, and contemporary enterprises are increasingly aware of the importance of human resources, deeply aware of the staff is the enterprise The most valuable resource. Employee recruitment is an important basic work in the work of human resource management and development. At the beginning of the establishment, the enterprises need to recruit talents. In the development and expansion, they should also attract talents by recruitment to obtain talents. Into the “new blood” for the growth and development of enterprises in a timely manner to add momentum, add vitality, to enhance the core competitiveness of enterprises. Although many business managers have expressed their views, for many companies to provide valuable advice and strategies. However, both domestic and foreign, many small and medium enterprises in the actual recruitment of work often encounter a variety of problems, these problems in varying degrees reflects the recruitment of enterprises and the system has not kept pace with the development of enterprises. Moreover, each enterprise in the recruitment process of the problems are not the same, the specific circumstances should be specific analysis and resolution. This paper analyzes the process of recruiting new employees in Tanggu branch of Tianjin Life Insurance Company of China, and analyzes the status quo of recruitment and the problems encountered in the work through the inspection of information and literature. From different angles and directions, The recruitment of competency model and staff matching degree of the company’s recruitment system for a more comprehensive and effective research and analysis to solve the new Tanggu branch in Tianjin in the recruitment of the lack of a sound recruitment system, a single recruitment channels, the interview method is too simple and interview The government team is weak and the overall quality of the interviewer is not high. Hope that through the subject of scientific and reasonable countermeasures and programs, to a certain extent, to help such as China Life Tianjin Tanggu branch of such small-scale service-oriented enterprises to solve the problem of recruitment.
Key Words: Tianjin Tanggu branch company new; new staff recruitment; program design
1 绪 论……………………………………………………… 4
1.1研究背景及意义………………………………………….. 4
1.2研究意义……………………………………………….. 4
1.3研究内容……………………………………………….. 5
1.4研究方法和研究框架………………………………………. 5
2 企业新员工招聘相关理论基础……………………………………. 6
2.1新员工招聘……………………………………………… 6
2.2新员工招聘程序………………………………………….. 6
2.3胜任能力……………………………………………….. 7
2.4人职匹配度……………………………………………… 7
3 中国人寿天津塘沽支公司新的新员工招聘工作情况分析………………… 7
3.1新员工招聘体系………………………………………….. 8
3.2新员工招聘渠道………………………………………….. 9
3.3面试方法……………………………………………….. 9
3.4面试队伍素质……………………………………………. 9
4 中国人寿天津塘沽支公司新员工招聘方案设计………………………. 10
4.1完善新员工招聘体系……………………………………… 10
4.2开拓新员工招聘渠道……………………………………… 12
4.3优化面试方法…………………………………………… 12
4.3提高面试队伍素质……………………………………….. 14
结语………………………………………………………… 16
参考文献…………………………………………………….. 18
致 谢………………………………………………………. 19
毕业设计（论文）知识产权声明…………………………………… 20
毕业设计（论文）独创性声明…………………………………….. 21
