iii 摘要 在当前知识经济时代，人力资源成为企业的竞争优势，因此，招聘工作十分 重要。改革开放40年多年，国内人才形式发生了重要的变化。企业面对这种市场 形势下，需要不断结合企业自身特点，在人力资源工作上进行优化，尤其是针对 招聘工作。招聘工作质量的好坏，直接影响内部人才结构层次的差异，因此企业 需要重视招聘工作，不断完善招聘管理体系。 HN集团是全球化的清洁能源跨国公司，已经具备了二十多年的发展史，在国 内外该行业领域市场中颇具声望，企业急速扩张，然而在大规模进行企业招聘工 作的过程中却出现招聘工作或超速或滞后的问题，已经出现了与其发展需求不吻 合的现象，企业的招聘工作无法与企业的发展步伐保持一致性，急需解决和完善。 本文以HN集团为研究对象，针对内部招聘工作进行研究，首先对员工招聘 体系的概念和理论，进行了总结和回顾，论述了招聘管理相关理论，然后对HN 集团员工招聘工作进行分析，利用问卷调查法、访谈法等研究方法，找出其存在 的问题，结合相关招聘管理理论，提出HN集团招聘体系优化思路和原则，并提 出具体的招聘优化策略：建立人力资源规划、完善招聘渠道、全面增强招聘流程 管理和技能培训、改进招聘成效评估等方式，并提出制度支持、培训支持、规划 支持、领导支持和资金支持等保障措施，保障优化的顺利完成。通过本文研究， 提出HN集团招聘工作存在问题的具体解决对策，提升招聘质量和效率，为公司 搭建人才梯队建设提供支持。 关键词：HN集团公司；招聘管理；存在问题；优化对策 北京交通大学硕士专业学位论文 ABSTRACT iv ABSTRACT In the current era of knowledge economy, human resources have become the competitive advantage of enterprises, so recruitment is very important. Over the past 40 years of reform and opening up, important changes have taken place in the form of domestic talent. Faced with this market situation, enterprises need to continuously combine their own characteristics to optimize human resources, especially for recruitment. The quality of recruitment work directly affects the differences in the level of internal talent structure, so companies need to pay attention to recruitment work and constantly improve the recruitment management system. HN group is a global clean energy in a multinational company, already have more than 20 years, the history of prominence in the field of the industry at home and abroad market, enterprises rapid expansion, however in the process of large-scale enterprise recruitment, recruitment work or overspeed or lag problem, has emerged the phenomenon of doesn't tally with its development needs, the enterprise recruitment work unable to maintain consistency with enterprise's development pace, urgently needed to solve and perfect. This article takes HN Group as the research object and conducts research on internal recruitment. First, it summarizes and reviews the concepts and theories of the employee recruitment system, discusses the relevant theories of recruitment management, and then analyzes the recruitment of HN Group employees, using questionnaire Research methods such as survey method and interview method, find out their existing problems, combine relevant recruitment management theories, put forward HN Group recruitment system optimization ideas and principles, and propose specific recruitment optimization strategies: establish human resource planning, improve recruitment plans and recruitment Channels, comprehensively enhance the recruitment process management and skill training, improve the recruitment effectiveness evaluation and other methods, and propose system support, training support, planning support, leadership support and financial support and other safeguards to ensure the successful completion of the optimization. Through the research in this article, we propose specific solutions to the problems in the recruitment work of HN Group, improve the quality and efficiency of recruitment, and provide support for the company to build a talent echelon. 北京交通大学硕士专业学位论文 ABSTRACT v KEYWORDS：HN Group Company; Recruitment Management; Existing Problems; Optimization Countermeasures 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 绪论 ........................................................ 1 1.1 选题背景 ................................................... 1 1.2 选题意义 ................................................... 1 1.3 研究内容 ................................................... 2 1.4 研究方法 ................................................... 2 1.5 研究思路 ................................................... 3 2 理论基础和文献综述 .......................................... 5 2.1 相关概述 ................................................... 5 2.1.1 招聘的定义 ............................................. 5 2.1.2 招聘的原则 ............................................. 5 2.1.3 招聘的流程 ............................................. 6 2.2 理论基础 ................................................... 6 2.2.1 人才测评理论 ........................................... 6 2.2.2 胜任力理论 ............................................. 8 2.3 国内外研究综述 ............................................. 9 2.3.1 国外相关研究 ........................................... 9 2.3.2 国内相关研究 .......................................... 11 2.3.3 文献述评 .............................................. 12 2.4 本章小结 .................................................. 13 3 HN集团员工招聘工作现状分析 ................................. 14 3.1 HN集团概述 ................................................ 14 3.1.1 HN集团基本情况 ....................................... 14 3.1.2 HN集团人力资源现状 ................................... 15 3.2 HN集团员工招聘工作现状分析 ................................ 16 3.2.1 调查对象 .............................................. 16 3.2.2 调查分析 .............................................. 16 3.2.3 访谈分析 .............................................. 20 北京交通大学硕士专业学位论文 目录 vii 3.2.4 调查结果 .............................................. 22 3.3 HN集团员工招聘工作存在的问题 .............................. 22 3.3.1 招聘工作滞后 .......................................... 22 3.3.2 招聘效果不佳 .......................................... 23 3.3.3 招聘成本较高 .......................................... 23 3.3.4 招聘流程繁琐 .......................................... 24 3.3.5 招聘精准度低 .......................................... 24 3.4 HN集团员工招聘工作存在问题原因分析 ........................ 25 3.4.1 招聘规划存在无序性 .................................... 25 3.4.2 招聘渠道缺乏合理性 .................................... 27 3.4.3 招聘流程系统性不足 .................................... 28 3.4.4 招聘人员专业水平低 .................................... 29 3.4.5 缺乏有效的招聘评估 .................................... 29 3.5 本章小结 .................................................. 30 4 HN集团员工招聘工作优化对策 ................................. 31 4.1 优化思路和原则 ............................................ 31 4.1.1 优化思路 .............................................. 31 4.1.2 优化原则 .............................................. 31 4.2 优化对策 .................................................. 31 4.2.1 建立人力资源规划 ...................................... 31 4.2.2 完善现有招聘渠道 ...................................... 34 4.2.3 强化招聘流程管理 ...................................... 37 4.2.4 强化招聘技能培训 ...................................... 38 4.2.5 改进招聘成效评估 ...................................... 39 4.3 本章小结 .................................................. 41 5 优化集团员工招聘工作的保障措施 .............................. 42 5.1 制度支持 .................................................. 42 5.2 培训支持 .................................................. 43 5.3 领导支持 .................................................. 44 5.4 资金支持 .................................................. 44 5.5 本章小结 .................................................. 45 6 结论 ....................................................... 46 北京交通大学硕士专业学位论文 目录 vii