近年来，随着人们经济收入的增加与理财观念的改善，保险业的社会关注度 不断提高，整个行业进入了快速发展的黄金时期。同时，党的十九大召开后，我 国金融服务行业进一步得到开放，行业竞争也在不断加剧，人力资源管理的重要 性日益凸显，员工招聘作为企业人力资源管理的基础内容，对保险公司的健康持 续发展、参与国际竞争具有重要影响。优秀的员工招聘工作能够帮助企业筛选出 合格的人才，提升人力资源队伍的整体水平，提高企业的人才竞争力，为企业的 稳定发展奠定良好基矗BJ公司在保险业中处在领军者的位置，但是在国际资本 进入、行业内后起之秀快速发展、贸易战愈演愈烈的背景下，发展压力与日俱增， 公司内部的员工招聘体系也表现出诸多问题，例如招聘管理体系混乱、缺少复合 型人才等，不利于公司的长远发展，亟待解决。 本文以BJ公司为研究对象，重点探讨BJ公司的员工招聘体系。在简要介绍 BJ公司组织架构、人力资源构成现状及内外部环境的基础上，归纳了BJ公司员 工招聘管理的现状及存在的主要问题，认为可以通过制定人力资源发展规划，规 范招聘需求的分析流程，完善岗位说明书来提高企业人力资源发展战略的科学性； 通过增加简历推荐信环节，查询应聘者档案，由公司人力资源部与申请新增员工 的部门的领导组成面试小组，依据面试对象的不同灵活应用结构化面试与非结构 化面试等不同的摘选方法，加强与用人部门信息沟通，改进应聘者简历筛选环节 与面试环节；充分发挥网络招聘的优势，继续加强校园招聘，适当选择猎头招聘， 拓宽员工招聘渠道，同时明确员工招聘的具体流程；通过明确招聘评估的内容， 构建招聘评估指标，确定招聘评估流程，来优化员工招聘评估体系，保障员工招 聘效果。 关键词：保险行业；员工招聘体系；招聘评估体系 沈阳理工大学硕士学位论文 Abstract In recent years, with the increase of people's economic income and the improvement of financial management concept, the social attention of insurance industry has been increasing, and the whole industry has entered a golden period of rapid development. In particular, since the 19th National Congress of the Communist Party of China was held, China's financial services sector has been further opened up, and foreign financial capital has entered the domestic market. At the same time, the industry competition is also increasing, and the importance of human resource management is increasingly prominent. As the basic content of human resource management, employee recruitment has an important impact on the healthy and sustainable development of insurance companies. Excellent staff recruitment can help enterprises to select qualified talents, improve the overall level of human resources team, improve the talent competitiveness of enterprises, and lay a good foundation for the stable development of enterprises. BJ company is in the leading position in the insurance industry, but under the background of the rapid development of the rising stars in the industry, the development pressure is increasing day by day, the company's internal staff recruitment system also shows many problems, such as the confusion of recruitment management system, the lack of compound talents, etc., which is not conducive to the company's long-term development and needs to be solved. In this paper, BJ company as the research object, focusing on the BJ company's employee recruitment system. Based on the brief introduction of BJ company's organizational structure, current situation of human resources composition and internal and external environment, this paper sums up the current situation and existing main problems of BJ company's employee recruitment management, and believes that the scientificity of enterprise's human resources development strategy can be improved by formulating human resources development plan, standardizing the analysis process of recruitment demand, and improving the job description; and by increasing resume promotion In the recommendation link, the interview team is composed of the leaders of the company's human resources department and the Department applying for new employees. According to the different interviewees, different selection methods, such as structured interview and unstructured interview, are flexibly applied to strengthen the 沈阳理工大学硕士学位论文 沈阳理工大学硕士学位论文 information communication with the employing department, improve the screening linkand interview link of candidates' resumes, and give full play to the advantages of online recruitment, Continue to strengthen campus recruitment, properly select headhunter recruitment, broaden recruitment channels, and clarify the specific process of employee recruitment; optimize the employee recruitment evaluation system and ensure the recruitment effect by clarifying the content of recruitment evaluation, building recruitment evaluation indicators and determining recruitment evaluation process. Keywords:Insurance industry; employee recruitment system; recruitment evaluation system 目 录 第1章 绪论 ................................................................................................................ - 1 - 1.1研究背景与意义 ............................................................................................. - 1 - 1.1.1研究背景 ............................................................................................... - 1 - 1.1.2研究意义 ............................................................................................... - 1 - 1.2国内外研究现状 ............................................................................................. - 2 - 1.2.1国外研究现状 ....................................................................................... - 2 - 1.2.2国内研究现状 ....................................................................................... - 3 - 1.3研究内容及方法 ............................................................................................. - 5 - 1.3.1研究内容 ............................................................................................... - 5 - 1.3.2研究方法 ............................................................................................... - 6 - 1.4可能创新之处 ................................................................................................. - 6 - 第2章 相关概念及理论基础 .................................................................................... - 7 - 2.1员工招聘 ......................................................................................................... - 7 - 2.1.1招聘与招聘管理 ................................................................................... - 7 - 2.1.2招聘的基本原则 ................................................................................... - 7 - 2.1.3招聘的一般过程 ................................................................................... - 8 - 2.2招聘体系的构成 ............................................................................................. - 9 - 2.2.1人力资源规划与招聘需求分析 ........................................................... - 9 - 2.2.2招聘渠道选择 ..................................................................................... - 10 - 2.2.3招聘流程设计 ..................................................................................... - 10 - 2.2.4甄选方法设定 ..................................................................................... - 11 - 2.2.5录用跟踪评估 ..................................................................................... - 11 - 2.3员工招聘的影响因素 ................................................................................... - 12 - 2.3.1内部影响因素 ..................................................................................... - 12 - 2.3.2外部影响因素 ..................................................................................... - 12 - 2.4员工招聘的相关理论 ................................................................................... - 13 - 2.4.1职业选择理论 ..................................................................................... - 13 - 沈阳理工大学硕士学位论文 沈阳理工大学硕士学位论文 2.4.2心理契约理论 ..................................................................................... - 14 - 2.4.3人—职匹配理论 .....................