人力资源是企业发展的核心资源之一；对保持企业的竞争优势、提 高企业经营效益、支撑企业可持续发展起着至关重要的作用。基于中国 居民消费水平的迅速提高以及政府对于汽车行业发展的大力扶持，中国 的汽车产业取得了突飞猛进的发展。汽车企业普遍非常重视研发。从整 体研发经费的支出看，汽车行业的研发投入仅次于电子计算行业和医疗 行业。S公司是一家历史悠久的德资汽车零部件企业，长期占据行业领 先地位。S公司进入中国超过20年，已经有较为成熟的招聘和选拔体 系。但随着近十年来汽车行业的迅猛发展以及S公司在中国业绩的腾 飞，S公司对于研发人才的需求不断增大，同时也面临着行业上下游企 业对汽车研发人才的争夺。面对挑战，S公司迫切需要对现有体系进行 优化，确保快速、高质量地完成研发人员岗位的招聘。 为了提升S公司对于研发岗位的招聘和选拔能力，降低招聘成本， 支持企业实现技术领先的战略、增强企业创新能力、确保业务正常开 展，在对人力资源规划管理、招聘及招聘体系相关概念分析、人岗匹配 理论、STAR面试法与ASK模型进行阐述的理论基础上，本文对S公 司的发展现状、研发人员的管理和招聘现状进行了详细的梳理。分析了 S公司目前研发人员招聘体系存在的问题及原因。提出了5S的招聘体 系优化模型，从雇主品牌建设、缩短招聘周期、标准化招聘需求、简化 招聘流程、借助互联网技术和平台实现智能招聘五个方面优化设计S公 司的招聘体系、提高研发岗位的招聘效率和满意度。 最后，本文认为单一的依赖招聘不能解决研发人员管理中遇到的所 有问题，公司需要结合制度配套、文化建设、人才发展、薪酬福利等手 段作为辅助措施，提高对研发人才的吸引力，稳定研发队伍，激发技术 创新，推动公司战略目标达成。 关键词：汽车行业，研发人员，招聘与选拔体系，优化设计 THE OPTIMIZATION RESEARCH OF RECUITMENT AND SELECTION SYSTEM FOR R&D PERSONNEL IN CHINA REGION OF S COMPANY ABSTRACT Human resource is one of the key strategic assets for enterprises. It is critical for a company to keep its competitive advantage, improve business performance, and achieve sustainable development. The automotive industry in China ramps up quickly in the last decade following the improvement of consumption capability and the government’s strong support to the industry. Automotive companies have the tendency to invest heavily into R&D. In fact, it ranks only next to IT industry and medical industry in terms of R&D expenditure. S company is an established global leading component supplier in automotive industry with a long history and Germany background. It has been more than 20 years since S company’s entry in China. Therefore, S company has established a relatively mature recruitment and selection system. However, recently S company is facing increasing demand for R&D employees as well as increasing talent war from competitors, customers, and suppliers, resulting from the industry take-off as well as its own business expansion. The recruitment and selection of R&D talents have become quite a challenge for China Region of S company. The paper seeks to improve the recruitment and selection system of R&D positions for S company and to support its strategy of sustainable technology leadership, enhance its innovation capability, and support business operation with better cost effectiveness. The paper is built on the theoretic framework of human resource management, recruitment and recruitment process key concepts, ASK model, and STAR interview. The paper goes through a detailed analysis of the operation of S company as well as an in-depth examination into the human resources management and recruitment process of S company with the focus on recruitment and selection of R&D positions. The paper points out the existing issues with current recruitment process and proposes a 5S model for improvement. The paper aims to optimize the existing process from five perspectives, namely employee branding (S brand), speed up hiring (Speed), standardize recruitment requirement (Standardize), simplify interview process (Simplify), and smart hiring taking advantage of internet technology. The paper also concludes that the company cannot rely on recruitment optimization to improve the issue once for all. S company also needs to look into management mindset, company culture, training and development, compensation and benefits to help attract and retain R&D talents for achievement of company strategic objectives. KEY WORDS:Automotive Industry, R&D Personnel, Recruitment & Selection System, Optimization 目录 第1章绪论 ............................................................................................................................................. 1 1.1研究背景 ................................................................................................................................... 1 1.1.1中国汽车行业的快速发展............................................................................................ 1 1.1.2汽车行业研发人才紧缺的困境 .................................................................................... 1 1.1.3汽车行业研发人才招聘的重要性 ................................................................................ 1 1.2研究意义 ................................................................................................................................... 2 1.2.1支持企业愿景实现和战略落地 .................................................................................... 2 1.2.2及时补充人员，保证业务日常运作 ............................................................................ 2 1.2.3增强企业创新能力........................................................................................................ 2 1.2.4提高企业品牌形象........................................................................................................ 3 1.3研究思路及基本结构 ................................................................................................................ 3 1.3.1研究对象和主要课题.................................................................................................... 3 1.3.2研究方法 ....................................................................................................................... 3 1.3.3研究结构 ....................................................................................................................... 3 第2章相关理论 ...................................................................................................................................... 5 2.1招聘与人力资源管理 ................................................................................................................ 5 2.2招聘和选拔理论概述 ................................................................................................................ 5 2.2.1雇主品牌相关理论........................................................................................................ 5 2.2.2人岗匹配理论 ............................................................................................................... 6 2.2.3 ASK模型 ....................................................................................................................... 7 2.2.4行为面试法和STAR工具............................................................................................ 7 第3章 S公司招聘与选拔体系及问题分析 ........................................................................................... 9 3.1 S公司概况 ................................................................................................................................ 9 3.1.1 S公司的性质及组织结构............................................................................................. 9 3.1.2 S公司的产品及业务范围........................................................................................... 10 3.1.3 S公司经营业绩 .......................................................................................................... 11 3.1.4 S公司对研发人员的重视........................................................................................... 12 3.1.5 S公司研发团队的流动情况和管理 ........................................................................... 13 3.2 S公司现有招聘体系.......................................................................................................