人力资源是企业运营、发展的基础。规划、招聘、培训、绩效、薪酬、员工 关系这六个板块构成了人力资源管理体系。随着世界经济的发展和单个企业的不 断壮大，要想在复杂的经济竞争中立足就必然要增强对人力资源的重视。S科技 有限公司作为行业内发展较快、规模较大的企业，对于人才的需求与日俱增。在 目前的人才市场中，想要招聘到适合企业发展的人才难度很大，加之就业人员越 来越重视自身发展和自我价值的实现，如何留住人才也是企业面临的一个严峻课 题。本文运用岗位分析理论和人岗匹配理论等知识，对企业招聘进行优化研究。 本文将以S科技有限公司为研究对象，对S科技有限公司现阶段的招聘现状 进行详细的阐述，并针对其招聘过程中遇到的问题进行分析，从而达到优化招聘 流程的作用。对相关企业的人力资源管理，尤其是企业招聘提供一定的借鉴意义。 在充分了解招聘的相关理论、查找大量资料的前提下，通过与S科技有限公司招 聘专员访谈，分析、概括出S科技有限公司在招聘流程中存在的问题并提出优化 方案，为企业发展提供帮助，具有一定的现实意义。 通过对国内外文献、论文、书籍等进行梳理，对企业招聘流程有了进一步的 了解，明确了企业招聘过程中影响各个环节的因素，并将胜任力法则的要素与企 业招聘相结合，得以有效评价企业招聘流程。通过对S科技有限公司招聘流程相 关资料的收集和整理，归纳该公司现阶段招聘过程中存在的问题，对这些问题加 以分析制定优化方案后形成观点主张。通过查阅文献形成访谈提纲与问卷调查， 与S科技有限公司人力资源部同事及负责人沟通，了解现阶段企业招聘面临的问 题。着重与实施招聘的招聘专员谈话，了解在实际招聘过程中，具体影响招聘效 果的环节，获得一手资料。 分析S科技有限公司人力资源、招聘体系现状和招聘过程中存在的问题，公 司招聘过程的问题存在以下几个方面：招聘计划制定不合理、招聘渠道选用随意、 招聘选拔方法单一以及招聘缺乏评估等。具体而言，招聘计划缺乏整体性，短期 招聘随意性强，缺乏长期战略性，同时软件研发岗位缺乏工作说明书，没有做好 岗位胜任力因素识别，最终导致招聘效果不能满足招聘计划需求；招聘渠道选用 不合理；招聘选拔方法单一，不是结构性面试，不能全面反映应聘者素质能力； 应聘者到岗工作后的招聘效果评估工作不足，不能有效反馈招聘实施效果。最后 根据胜任了特征模型，从以上五个方面提出了具体解决对策。 关键词：科技公司；技术类岗位；招聘体系优化；胜任力 II Abstract Humanresourcesarethebasisofenterpriseoperationanddevelopment.Planning, recruitment,training,performance,salaryandemployeerelationshipconstitutethe humanresourcesmanagementsystem.Withthedevelopmentoftheworldeconomy andthecontinuousgrowthofindividualenterprises,itisnecessarytopaymore attentiontohumanresourcesifwewanttogainafootholdinthecomplexeconomic competition.Asafast-growingandlarge-scaleenterpriseintheindustry,STechnology Co.,Ltd.hasanincreasingdemandfortalents.Inthecurrenttalentmarket,itisvery difficulttorecruittalentssuitableforthedevelopmentofenterprises.Inaddition,the employeespaymoreandmoreattentiontotheirowndevelopmentandtherealization ofself-worth.Howtoretaintalentsisalsoaseriousissuefacingenterprises.Thisthesis willmakefulluseoftherelevanttheoreticalknowledgeofmanagementandhuman resourcesmanagementtooptimizetherecruitmentofenterprises. ThisarticlewilltakeSTechnologyCo.,Ltd.astheresearchobject,elaboratethe currentrecruitmentsituationofSTechnologyCo.,Ltd.atthisstage,andanalyzethe problemsencounteredintherecruitmentprocess,soastooptimizetherecruitment process.Itcanbeusedforreferenceinhumanresourcemanagementofrelated enterprises,especiallyinrecruitment.Onthepremiseoffullyunderstandingthe relevanttheoryofrecruitmentandsearchingforalargeamountofinformation,through interviewswiththerecruitmentspecialistofSTechnologyCo.,Ltd.,theproblems existingintherecruitmentprocessofSTechnologyCo.,Ltd.areanalyzedand summarized,andtheoptimizationschemeisputforward.Ithascertainpractical significancetoprovidehelpforthedevelopmentofenterprises. Throughreadingalargenumberofdomesticandforeignliterature,thesiss,books andsoon,wehaveafurtherunderstandingoftheenterpriserecruitmentprocess,clear thefactorsaffectingeachlinkintheenterpriserecruitmentprocess,andcombinethe elementsofthecompetencyrulewiththeenterpriserecruitment,soastoeffectively evaluatetheenterpriserecruitmentprocess.Throughcollectingandsortingoutthe relevantinformationabouttherecruitmentprocessofSTechnologyCo.,Ltd.,this thesissummarizestheproblemsexistinginthecurrentrecruitmentprocessofS TechnologyCo.,Ltd.andformsopinionsafteranalyzingandformulatingthe optimizationschemefortheseproblems.Throughconsultingtheliteraturetoforman III interviewoutlineandquestionnairesurvey,tocommunicatewithcolleaguesand responsiblepersonsofHumanResourcesDepartmentofSScienceandTechnology Co.,Ltd.,tounderstandtheproblemsfacedbyenterprisesrecruitmentatthisstage. Emphasisislaidontalkingwiththerecruiterswhoimplementtherecruitment, understandingthespecificlinksthataffecttherecruitmenteffectintheactual recruitmentprocess,andobtainingfirst-handinformation. Thisthesisanalysesthecurrentsituationofhumanresources,recruitmentsystem andproblemsintherecruitmentprocessofSTechnologyCo.,Ltd.Theproblemsinthe recruitmentprocessareasfollows:unreasonableformulationofrecruitmentplan, randomselectionofrecruitmentchannels,singlemethodofrecruitmentandselection, andlackofevaluationofrecruitment.Specifically,therecruitmentplanlacksintegrity, theshort-termrecruitmentisrandom,andthelong-termstrategyislacking.Atthe sametime,softwareresearchanddevelopmentPostslackjobdescriptionsanddonot doagoodjobinidentifyingpostcompetencyfactors,whichultimatelyleadstothe recruitmenteffectcannotmeettheneedsoftherecruitmentplan;theselectionof recruitmentchannelsisunreasonable;andtherecruitmentandselectionmethodsare single.Itisnotastructuredinterview,whichcannotfullyreflectthequalityandability ofthecandidates;theevaluationoftherecruitmenteffectofthecandidatesaftertheir arrivalisinsufficient,anditcannoteffectivelyfeedbacktheimplementationeffectof recruitment.Finally,accordingtothecompetentfeaturemodel,specificsolutionsare putforwardfromtheabovefiveaspects. KeyWords:TechnologyCompanies;TechnicalPosts;RecruitmentSystem Optimization;Competency IV 目录 摘要..........................................................................................................I Abstract....................................................................................................II 第一章绪论................................................................................................1 1.1问题背景.........................................................................................................1 1.2研究目的及意义.............................................................................................1 1.2.1研究目的.................................................................................................................1 1.2.2研究意义.................................................................................................................2 1.3国内外研究现状.............................................................................................2 1.3.1国外研究现状.........................................................................................................2 1.3.2国内研究现状.........................................................................................................4 1.4研究的主要内容与研究方法.........................................................................5 1.4.1研究内容.................................................................................................................5 1.4.2研究方法.................................................................................................................6 第二章企业招聘相关理论.......................................................................8 2.1招聘与招聘体系的概念.................................................................................8 2.1.1招聘的概念.............................................................................................................8 2.1.2招聘体系的概念.....................................................................................................9 2.2胜任力模型...................................................................................................10 2.2.1胜任力的概念............................................................................