I 摘要 随着大众创业、万众创新风潮的来袭，创业如企业雨后春笋般涌现。初创企 业是否能存活，乃至发展问题，人才起到关键作用。人才最能体现双赢局面，既 使得企业直接提升经济效益，又让员工收获报酬和发展平台。 从事手表批发的S公司从2017年底成立至今，拥有近500家加盟合作店，且 外部人力资源储备充分，可公司内部的人员招聘却一直不尽人意。处于初创阶段 的S公司，与多数初创企业一样，面临着优势资源紧缺、品牌知名度低、招聘流 程不完善等诸多问题，在生存、发展的双重难题中寻求解决之道。本文在S公司 粗放型的招聘体系中，节选招聘过程中的典型事件作为案例，通过对2018至2019 年员工离职情况的深入分析，从客观角度和数据进行剖析，提出企业现有招聘体 系中存在的问题。经科学绘制流程图，对比优化前后的招聘体系，找到与企业现 阶段适配度高的测评工具、招聘方式、招聘渠道和招聘人员的培训方式等，以此 来改善S公司招聘结果不理想、已录用员工效能低下、离职率高等存在的问题。 同时S公司的招聘现状，也恰巧是同类企业招聘情况的缩影，具有较好的参 照性。希望能通过以上研究，寻找更适应S公司发展的招聘体系，从招聘流程各 环节着手，来适应企业当前发展从而达成战略目标的同时，也为手表行业内的同 行提供参考和帮助。 关键词： 手表批发企业,初创期, 招聘流程, 体系优化 ABSTRACT II ABSTRACT With the wave of mass entrepreneurship and innovation, start-ups spring up like bamboo shoots after a spring rain. Talent plays a key role in the survival and even development of start-ups. Talents can best reflect the win-win situation, which not only enables enterprises to directly promote economic benefits, but also enables employees to reap rewards and development platform. In this thesis, founded in the end of 2017,S company,which is engaged in watch wholesale, has nearly 500 franchisees and has sufficient external human resources, but its recruitment has been unsatisfactory. In the initial stage of S company, if the enterprise wants to develop and improve its market competitiveness, it must need talents suitable for the development of the enterprise. However, the enterprise itself has no resource advantage and popularity, and there are many short boards such as imperfect recruitment process, resulting in poor recruitment effect, low personnel matching, low efficiency of the recruited employees and other adverse conditions. The current recruitment situation of S company is the epitome of the recruitment situation of similar enterprises, which is quite representative. Through the research and analysis of the problems existing in the recruitment module of S company, the optimization is carried out from the aspects of position analysis, system process, recruitment channel, interview result evaluation, etc.I hope that through the above research, I can find a recruitment process more suitable for the development of S company, and also provide reference and help for peers in the watch industry. Keywords: Watch wholesale company，Initial period，Recruitment process，Process optimization 目录 III 目录 第一章 绪论 .................................................................................................................... 1 1.1 研究行业背景 .................................................................................................... 1 1.2 研究目的 ............................................................................................................ 1 1.3 研究内容及思路 ................................................................................................ 2 1.3.1 研究内容 ................................................................................................ 2 1.3.2 研究思路 ................................................................................................ 2 1.3.3 研究方法 ................................................................................................ 3 1.3.4 研究的特色及总结 ................................................................................ 4 第二章 相关理论概述 .................................................................................................... 5 2.1 企业生命周期的初创期概念 ............................................................................ 5 2.2 招聘相关概念 .................................................................................................... 6 2.2.1 人才的含义 ............................................................................................ 6 2.2.2 招聘的涵义 ............................................................................................ 6 2.2.3 招聘流程设计 ........................................................................................ 6 2.2.4 招聘体系涵义 ........................................................................................ 7 2.3 个人-组织匹配理论 .......................................................................................... 7 2.4 期望理论 ............................................................................................................ 7 2.5 双因素理论 ........................................................................................................ 8 2.6 企业文化 ............................................................................................................ 9 2.7 面试方法 ............................................................................................................ 9 2.8 本章小结 .......................................................................................................... 10 第三章 S公司招聘体系现状 ........................................................................................ 11 3.1 S公司概况 ........................................................................................................ 11 3.1.1 企业组织架构 ....................................................................................... 11 3.1.2 业务内容介绍 ...................................................................................... 12 3.1.3 部门和人员现状 .................................................................................. 13 3.2 S公司招聘体系现状 ....................................................................................... 15 3.2.1 招聘团队的组织架构 .......................................................................... 17 3.2.2 招聘计划及工作分析 .......................................................................... 18 3.2.3 招聘流程 .............................................................................................. 19 目录 IV 3.2.4 招聘渠道 .............................................................................................. 19 3.2.5 人才选拔及录用的过程 ...................................................................... 20 3.3 本章小结 .......................................................................................................... 21 第四章 S公司招聘体系存在问题及原因 ................................................................... 22 4.1 离职典型事件分析 .......................................................................................... 22 4.1.1 市场部H主管离职事件及分析 ......................................................... 22 4.1.2 网络销售部新员工的试用期事件及分析 .......................................... 25 4.2 离职表数据情况 .............................................................................................. 27 4.3 现有招聘体系存在问题分析 .......................................................................... 29 4.3.1 招聘规划及流程设置不合理 .............................................................. 29 4.3.2 岗位说明书不清晰 .............................................................................. 30 4.3.3 招聘渠道狭窄单一 .............................................................................. 30 4.3.4 简历投递及面试到场率低 .................................................................. 31 4.3.5 面试环节短板 ...................................................................................... 32 4.3.6 平行部门缺乏沟通 .............................................................................. 32 4.3.7 薪酬体系不合理、不公平 .............................................................