iii 摘要 本文首先从时代背景和企业竞争的角度来阐述了招聘对企业的重要性，招聘 作为企业引进人才的最普遍的方式，在人力资源管理中具有非常重要的作用。招 聘工作关系着企业人才引进的质量，关系着企业的生存发展和前景、命运。Z公 司是一家从事新能源发电业务的中型民营企业，目前正面临着业务发展转型，但 是由于企业在招聘过程中存在各种各样的问题，导致企业的招聘没有实现预期的 目标，甚至错失了发展机遇。 笔者首先通过查阅相关资料和访谈了解到Z公司招聘工作的三层目标和目 标评价要素，接着，通过访谈法对Z公司的招聘现状进行调研，经过对现状与目 标的对比，分析得出Z公司在招聘中存在四个主要问题：对业务转型支持不足、 流程和标准协同性差、时效和匹配有效性低、隐性成本高。笔者通过吉尔伯特的 行为工程模型，结合招聘全流程，建立了Z公司招聘问题的原因分析模型，从数 据信息、资源和工具、招聘流程、招聘人员胜任力、招聘激励和反馈5个方面进 行原因分析，得到产生上述问题的原因。然后笔者结合文献和理论，给出综合解 决建议：通过建立招聘人员的胜任力模型、优化招聘团队和职能、引进心理测评 工具并对招聘人员进行培训提高Z公司招聘工作的综合胜任能力；通过落实招聘 岗位的规划、制定招聘吸引策略、选择招聘渠道并进行预算等切实有效的规划措 施，保证招聘工作的落实；通过统一招聘岗位标准、建立各岗位的胜任力模型、 明确招聘岗位的业绩标准并设计面试测评方案，保证招聘工作的内部协同有效； 通过进行结构化面试、匹配性评估、进行背景调查并优化面试流程，优化过程， 提高效度；最后，通过对招聘工作进行绩效管理、督促招聘人员提高工作动力、 关注招聘的匹配性、及时性、有效性并关注招聘成本，并将招聘改进工作常态化。 本文从研究现状与目标的差距开始，确认问题，利用原因分析模型和分析工 具进行原因因素分析，找到原因并结合理论和文献提出了一套系统、完整的解决 建议。在研究问题的过程中运用了文献研究法、访谈法、实例调查法等研究方法， 运用发现问题、分析问题、解决问题的研究框架，针对问题和原因给出了详细的 解决建议，希望本文的研究方法、研究思路和研究工具对解决企业中存在的类似 招聘问题具有一定的借鉴作用。 关键词：招聘；时效；匹配；胜任力；评估 北京交通大学硕士专业学位论文 ABSTRACT iv ABSTRACT First of all, this paper expounds the importance of recruitment to enterprises from the perspective of the background of the times and the enterprise competition. As the most common way for enterprises to introduce talents, recruitment plays a very important role in human resource management. Recruitment work is related to the quality of talent introduction, the survival and development of enterprises, prospects and destiny. Z company is a medium-sized private enterprise engaged in new energy power generation business. At present, it is facing business development transformation. However, due to various problems in the recruitment process, the recruitment of the enterprise fails to achieve the expected goal and even misses the development opportunity. The author first learned the three-level objectives and objective evaluation elements of Z company's recruitment work through consulting relevant materials and interviews. Then, the author investigated the current situation of Z company's recruitment through interviews. After comparing the current situation with the objectives, the author analyzed and concluded that there are four main problems in Z company's recruitment: insufficient support for business transformation, poor coordination of processes and standards, timeliness and low efficiency of matching and high hidden cost. Based on Gilbert's behavioral engineering model and the whole recruitment process, the author establishes the cause analysis model of Z company's recruitment problems, and analyzes the causes from five aspects: data information, resources and tools, recruitment process, recruiter's competency, recruitment evaluation and feedback, and finds out the causes of the above problems. Then the author combined references and theories to give comprehensive solutions: Through the establishment of competency model of recruiters, optimization of recruitment team and functions, introduction of psychological assessment tools and training of recruiters to improve the comprehensive competency of Z company's recruitment work; through the implementation of the planning of recruitment positions, formulation of recruitment attraction strategies, selection of recruitment channels and budget and other practical and effective planning measures to ensure the implementation of recruitment work; through unified recruitment position standard, establishment of competency model of each position, clear performance standard of 北京交通大学硕士专业学位论文 ABSTRACT v recruitment position and design interview evaluation scheme to ensure the internal coordination and effectiveness of recruitment work; through structured interview, matching evaluation, background investigation and optimization of interview process, optimize the process and improve the effectiveness; finally, through performance management of recruitment work, urge the recruiter to improve their work motivation, pay attention to the matching, timeliness and effectiveness of recruitment, pay attention to the recruitment cost, and normalize the recruitment improvement. This paper starts from the gap between the research status and the goal, confirms the problems, analyzes the causes and factors by using the cause analysis model and analysis tools, finds the causes, and puts forward a set of systematic and complete solutions based on the theory and literature. In the process of research, we use literature research, interview, case investigation and other research methods, using the research framework of finding, analyzing and solving problems, and give detailed solutions to the problems and causes. We hope that the research methods, research ideas and research tools of this paper can be used for reference in solving similar recruitment problems in enterprises. KEYWORDS: recruitment; timeliness; matching; competency; evaluation 北京交通大学硕士专业学位论文 目录 vi 目录 摘要 .............................................................. III ABSTRACT ........................................................... IV 1 引言 ............................................................. 1 1.1 研究背景与研究意义 ........................................... 1 1.1.1 研究背景 ................................................. 1 1.1.2 研究意义 ................................................. 2 1.2 研究内容与研究方法 ........................................... 3 1.2.1 研究内容 ................................................. 3 1.2.2 研究方法 ................................................. 3 1.3 论文研究框架 ................................................. 4 1.4 问题研究思路 ................................................. 6 2 文献综述与理论基础 ............................................... 7 2.1 文献综述 ..................................................... 7 2.1.1 招聘的含义 ............................................... 7 2.1.2 招聘需求 ................................................. 7 2.1.3 招聘面试与录用管理 ....................................... 8 2.1.4 招聘有效性与招聘评估 .................................... 10 2.1.5 文献评述 ................................................ 10 2.2 理论基础 .................................................... 11 2.2.1 胜任力理论 .............................................. 11 2.2.2 匹配理论 ................................................ 15 3 Z公司招聘现状与问题 ............................................ 19 3.1 Z公司基本情况 .............................................. 19 3.1.1 Z公司简介 ............................................... 19 3.1.2 Z公司人员情况 ........................................... 19 3.2 Z公司招聘基本情况 .......................................... 20 3.2.1 招聘的分工和流程 ........................................ 21 3.2.2 招聘的资源配置 .......................................... 23 3.2.3 招聘面临的困难 .......................................... 24 北京交通大学硕士专业学位论文 目录 vii 3.2.4 招聘工作的目标及评价要素 ................................ 24 3.3 招聘目标达成的现状调研 ...................................... 25 3.3.1 访谈设计的思