P公司员工招聘的困境与对策
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摘要
员工招聘是人力资源管理中不可或缺的一个重要环节,它是人力资源管理的第一关口。在我国人才市场的二元结构和地区间经济、教育、文化等方面发展的不平衡的情况下,企业特别是中小城市企业的员工招聘面临着很大的困境。本文正是通过对笔者亲身参与的P公司人力资源部招聘改进项目的分析,来完成对中小城市企业招聘改进的研究。
首先,本文简要介绍了员工招聘的概念,阐述做好中小城市企业的员工招聘的意义,并指出本研究进行的目的。其次,详细阐述了P公司的具体情况,其中对该公司招聘的现状进行了详细描述,在进行广泛文献搜集和分析的基础上找出P公司存在的问题,力求从多个角度来把握企业面临的问题。通过内部访谈和外部调研得到了企业第一手的资料,在此基础上逐一分析了问题形成的原因,强调中小城市企业由于招聘的基础工作缺失、招聘的流程不到位、招聘人员的素质不高等原因,导致企业目前员工招聘的现状。最后,针对企业实际,提出了切实可行的P公司员工招聘改善方案,从明确制定企业招聘计划、做好基础性的工作分析、进一步规范招聘流程、提出招聘策略组合或手段、建立招聘效果评估机制等方面出发,为地处中小城市地区的企业解决招聘困境提供有益的尝试。
The staff recruitment is an indispensable important link in the human resources management; it is the first important pass of the human resources management. The aspects of job market’s dual structure and local economy, education, culture develops in the unbalanced situation in our country, the enterprise is specially the small and medium-sized town and cities enterprise's staff recruitment to face the very big difficulty. This article is precisely through the human resources department of P Company employment recruitment improvement project analysis which participates by oneself to the author, completes to the small and medium-sized town and cities enterprise recruitment improvement research.
First, this article briefly introduced the concept of recruiting staff on a medium-sized enterprises city staff recruitment significance, and that the purpose of the present study. Second, the specific detail of the P companies, the company which carried out a detailed description of the status of recruitment, conducting extensive literature on the basis of collection and analysis to identify problems P companies, a number of perspective to the problems facing the enterprises. Through internal and external investigations have been interviewed enterprises first-hand information and on the basis of an analysis of the problem by forming reasons, emphasis on small and medium enterprises as a result of the recruitment of urban basic work deficiencies, recruitment procedures in place, and the recruitment of personnel quality is not higher reasons, led to the current staff recruitment enterprise status. Finally, in response to the actual enterprises, and put forward practical P companies to improve staff recruitment process, from enterprises to develop clear recruitment plan, a basic analysis of the work, further standardize recruitment processes, or by means of recruitment strategy portfolio, the establishment of impact assessment mechanisms, and other aspects of recruitment starting, small and medium enterprises located in urban areas to address recruitment difficulties provide useful experiment.
首先,本文简要介绍了员工招聘的概念,阐述做好中小城市企业的员工招聘的意义,并指出本研究进行的目的。其次,详细阐述了P公司的具体情况,其中对该公司招聘的现状进行了详细描述,在进行广泛文献搜集和分析的基础上找出P公司存在的问题,力求从多个角度来把握企业面临的问题。通过内部访谈和外部调研得到了企业第一手的资料,在此基础上逐一分析了问题形成的原因,强调中小城市企业由于招聘的基础工作缺失、招聘的流程不到位、招聘人员的素质不高等原因,导致企业目前员工招聘的现状。最后,针对企业实际,提出了切实可行的P公司员工招聘改善方案,从明确制定企业招聘计划、做好基础性的工作分析、进一步规范招聘流程、提出招聘策略组合或手段、建立招聘效果评估机制等方面出发,为地处中小城市地区的企业解决招聘困境提供有益的尝试。
The staff recruitment is an indispensable important link in the human resources management; it is the first important pass of the human resources management. The aspects of job market’s dual structure and local economy, education, culture develops in the unbalanced situation in our country, the enterprise is specially the small and medium-sized town and cities enterprise's staff recruitment to face the very big difficulty. This article is precisely through the human resources department of P Company employment recruitment improvement project analysis which participates by oneself to the author, completes to the small and medium-sized town and cities enterprise recruitment improvement research.
First, this article briefly introduced the concept of recruiting staff on a medium-sized enterprises city staff recruitment significance, and that the purpose of the present study. Second, the specific detail of the P companies, the company which carried out a detailed description of the status of recruitment, conducting extensive literature on the basis of collection and analysis to identify problems P companies, a number of perspective to the problems facing the enterprises. Through internal and external investigations have been interviewed enterprises first-hand information and on the basis of an analysis of the problem by forming reasons, emphasis on small and medium enterprises as a result of the recruitment of urban basic work deficiencies, recruitment procedures in place, and the recruitment of personnel quality is not higher reasons, led to the current staff recruitment enterprise status. Finally, in response to the actual enterprises, and put forward practical P companies to improve staff recruitment process, from enterprises to develop clear recruitment plan, a basic analysis of the work, further standardize recruitment processes, or by means of recruitment strategy portfolio, the establishment of impact assessment mechanisms, and other aspects of recruitment starting, small and medium enterprises located in urban areas to address recruitment difficulties provide useful experiment.
引文
[1] 余凯成,程文文,陈维政著. 人力资源管理. 大连:大连理工大学出版杜,1999
[2] Peter F. Drucker. The Practice of Management. New York: Harper & Brothers, 1954. 264~265
[3] 吴志明. 员工招聘与选择实务手册. 北京: 机械工业出版社,2002. 15~16
[4] (美)爱德华·拉齐尔著. 刘昕等译. 人事管理经济学. 北京:北京大学出版社,2000. 15~6
[5] 廖泉文著. 招聘与录用. 北京:中国人民大学出版社,2002. 4~6
[6] 刘华. 中小私营企业用人、留人的管理研究. [硕士学位论文]. 重庆: 重庆大学, 2004
[7] 余凯成主编. 人力资源开发与管理. 北京: 企业管理出版社,1997
[8] 白嘉著. 企业人力资源主管. 北京:经济管理出版社,1999. 128~143
[9] 李宗红,朱洙. 人才选聘—人力资源管理的行为艺术. 北京:中国纺织出版社,2002
[10] 沈浪. 另一个战场上的竞争—在人才市场中建立“雇主品牌”. 人力资源开发与管理,2005. 7:8~9
[11] 胡博. 出版社人才招聘浅议. 出版与印刷,2005. 1:12~13
[12] 李丽. 员工招聘管理现代化的研究. [硕士学位论文]. 北京: 首都经济贸易大学, 2005
[13] 曾建权. 人力资源管理理论与实务研究. [博士学位论文]. 天津:天津大学,2003
[14] 商敏. 现代企业人才招募分析. 商业研究,2004. 10:142~143
[15] 李剑锋. 人力资源管理:原理与技术. 北京: 电子工业出版社,2002. 3~10
[16] 堪新民. 员工测评技巧—人力资源管理实战. 广州:广东经济经出版社,2002
[17] 廖泉文. 人力资源招聘系统. 济南: 山东人民出版社,1998
[18] 斯蒂芬·P·罗宾斯著. 孙健敏, 李原等译. 组织行为学(第七版). 北京: 中国人民大学出版社,1997
[19] 安鸿章主编. 工作岗位研究原理与应用. 北京: 中国劳动出版社,1998
[20] 罗旭华编著. 实用人力资源管理技巧. 北京: 经济科学出版社,1998
[21] Noe, Hollenbeck, Gerhart, ET al.Human Resource Management: Gaining a Competitive Adventage.3rd ed.The McGraw-Hill Companies, Inc.,2000
[22] John M.Ivancevich. Human Resource Management. 8th Ed. The McGraw-Hill Companies. Inc., 2001
[23] 林泽炎著. 3P 模式-中国企业人力资源管理操作方案. 北京: 中信出版社,2001
[24] 彼得·J 道林, 丹尼斯·E·韦尔奇著. 跨国公司人力资源管理. 赵曙明译. 北京: 中国人民大学出版社,2001
[25] 张德著. 人力资源开发与管理(第二版). 北京: 清华大学出版社,2001
[26] 堪新民,熊烨编著. 员工招聘方略. 广州: 广东经济出版社,2002
[27] 吴志明主编. 员工招聘与选拔实务手册. 北京: 机械工业出版社,2002
[28] 谢晋宇编著. 企业人力资源的形成—招聘、筛选与录用. 北京: 经济管理出版社,1999
[29] 张一驰编著. 人力资源管理教程. 北京: 北京大学出版社,1999
[30] John M. Ivancevich. Human Resource Management. 6th Edition.U. S. A: Houston, 1995
[31] Cynthia D.Fisher.Human Resource Management. Houghtor Mifflin Company, 1996
[32] (美)保罗·法尔科恩著. 招聘面试中的 96 个关键问题.孟俭译. 上海:上海人民出版社,1999
[33] (英)蒂姆·欣德尔著. 高效云等译.管理技巧丛书招聘技巧. 上海:上海科学技术出版社,2000
[34] 况志华, 张洪卫著. 员工素质测评技术. 上海:上海交通大学出版社,2001
[35] (英)多米尼克·库珀,伊凡·罗伯逊. 组织员工选聘心理. 北京:清华大学出版社,2000
[36] Freeman, S. J., & Cameron, K. S.Organizational downsizing: A convergence and reorientation framework. Organization Science, 1993. 10-29
[37] (美)马库斯·白金汉,康纳德·克利夫著. 方晓光译. 现在,发现你的优势. 北京:中国青年出版社,2002
[38] (美)劳伦斯·S·克雷曼著. 孙非等译. 人力资源管理——获取竞争优势的工具(第2 版). 北京:机械工业出版社,2003
[39] 柯丽菲. 如何进行有效的招聘. 中国人力资源开发,2005,3: 44～46
[40] (美)玛丽·艾伦·布兰特丽,科里斯·科尔曼. 如何招募和留住优秀人才. 北京:企业管理出版社,2002. 66～81
[41] 杨益,吴书伟. 高新科技企业员工招聘. 广东:广东经济出版社,2003
[42] 杨杰. 有效的招聘. 北京:中国纺织出版社,2003
[43] 邹嘉冀. 企业招聘:要忙碌,不要盲目. 中国人力资源开发, 2005,3:28～29
[44] 张永生,方静. 成功招聘的细节技巧. 中国人力资源开发, 2005,3:30～34
[45] 吴文艳. 论现代企业中招聘团队的组建. 中国人力资源开发,2005,3:35～37
[46] Stephen P. Robbins. Organizational Behavior. Prentice-Hall International, Inc.,1996
[47] 张永生,方静. 成功招聘的细节技巧. 中国人力资源开发, 2005,3:30～34
[48] Haig R. Nalbantian. Play To Your Strengths. McGraw-Hill, 2003. 311~316
[49] James N. Baron, David M. Kreps. Strategic Human Resource Management. Printice-Hall International. Inc. ,2002. 177~180
[50] Jerry S.Rosenbloom. The Handbook of Employee Benefits. Printice-Hall,2001
[51] Ivancevich. Human Resource Management. McGraw-Hill,2003. 47~52
[52] Gary Dessler. Human Resource Management.8th Ed .The Prentice Hall,2000
[2] Peter F. Drucker. The Practice of Management. New York: Harper & Brothers, 1954. 264~265
[3] 吴志明. 员工招聘与选择实务手册. 北京: 机械工业出版社,2002. 15~16
[4] (美)爱德华·拉齐尔著. 刘昕等译. 人事管理经济学. 北京:北京大学出版社,2000. 15~6
[5] 廖泉文著. 招聘与录用. 北京:中国人民大学出版社,2002. 4~6
[6] 刘华. 中小私营企业用人、留人的管理研究. [硕士学位论文]. 重庆: 重庆大学, 2004
[7] 余凯成主编. 人力资源开发与管理. 北京: 企业管理出版社,1997
[8] 白嘉著. 企业人力资源主管. 北京:经济管理出版社,1999. 128~143
[9] 李宗红,朱洙. 人才选聘—人力资源管理的行为艺术. 北京:中国纺织出版社,2002
[10] 沈浪. 另一个战场上的竞争—在人才市场中建立“雇主品牌”. 人力资源开发与管理,2005. 7:8~9
[11] 胡博. 出版社人才招聘浅议. 出版与印刷,2005. 1:12~13
[12] 李丽. 员工招聘管理现代化的研究. [硕士学位论文]. 北京: 首都经济贸易大学, 2005
[13] 曾建权. 人力资源管理理论与实务研究. [博士学位论文]. 天津:天津大学,2003
[14] 商敏. 现代企业人才招募分析. 商业研究,2004. 10:142~143
[15] 李剑锋. 人力资源管理:原理与技术. 北京: 电子工业出版社,2002. 3~10
[16] 堪新民. 员工测评技巧—人力资源管理实战. 广州:广东经济经出版社,2002
[17] 廖泉文. 人力资源招聘系统. 济南: 山东人民出版社,1998
[18] 斯蒂芬·P·罗宾斯著. 孙健敏, 李原等译. 组织行为学(第七版). 北京: 中国人民大学出版社,1997
[19] 安鸿章主编. 工作岗位研究原理与应用. 北京: 中国劳动出版社,1998
[20] 罗旭华编著. 实用人力资源管理技巧. 北京: 经济科学出版社,1998
[21] Noe, Hollenbeck, Gerhart, ET al.Human Resource Management: Gaining a Competitive Adventage.3rd ed.The McGraw-Hill Companies, Inc.,2000
[22] John M.Ivancevich. Human Resource Management. 8th Ed. The McGraw-Hill Companies. Inc., 2001
[23] 林泽炎著. 3P 模式-中国企业人力资源管理操作方案. 北京: 中信出版社,2001
[24] 彼得·J 道林, 丹尼斯·E·韦尔奇著. 跨国公司人力资源管理. 赵曙明译. 北京: 中国人民大学出版社,2001
[25] 张德著. 人力资源开发与管理(第二版). 北京: 清华大学出版社,2001
[26] 堪新民,熊烨编著. 员工招聘方略. 广州: 广东经济出版社,2002
[27] 吴志明主编. 员工招聘与选拔实务手册. 北京: 机械工业出版社,2002
[28] 谢晋宇编著. 企业人力资源的形成—招聘、筛选与录用. 北京: 经济管理出版社,1999
[29] 张一驰编著. 人力资源管理教程. 北京: 北京大学出版社,1999
[30] John M. Ivancevich. Human Resource Management. 6th Edition.U. S. A: Houston, 1995
[31] Cynthia D.Fisher.Human Resource Management. Houghtor Mifflin Company, 1996
[32] (美)保罗·法尔科恩著. 招聘面试中的 96 个关键问题.孟俭译. 上海:上海人民出版社,1999
[33] (英)蒂姆·欣德尔著. 高效云等译.管理技巧丛书招聘技巧. 上海:上海科学技术出版社,2000
[34] 况志华, 张洪卫著. 员工素质测评技术. 上海:上海交通大学出版社,2001
[35] (英)多米尼克·库珀,伊凡·罗伯逊. 组织员工选聘心理. 北京:清华大学出版社,2000
[36] Freeman, S. J., & Cameron, K. S.Organizational downsizing: A convergence and reorientation framework. Organization Science, 1993. 10-29
[37] (美)马库斯·白金汉,康纳德·克利夫著. 方晓光译. 现在,发现你的优势. 北京:中国青年出版社,2002
[38] (美)劳伦斯·S·克雷曼著. 孙非等译. 人力资源管理——获取竞争优势的工具(第2 版). 北京:机械工业出版社,2003
[39] 柯丽菲. 如何进行有效的招聘. 中国人力资源开发,2005,3: 44～46
[40] (美)玛丽·艾伦·布兰特丽,科里斯·科尔曼. 如何招募和留住优秀人才. 北京:企业管理出版社,2002. 66～81
[41] 杨益,吴书伟. 高新科技企业员工招聘. 广东:广东经济出版社,2003
[42] 杨杰. 有效的招聘. 北京:中国纺织出版社,2003
[43] 邹嘉冀. 企业招聘:要忙碌,不要盲目. 中国人力资源开发, 2005,3:28～29
[44] 张永生,方静. 成功招聘的细节技巧. 中国人力资源开发, 2005,3:30～34
[45] 吴文艳. 论现代企业中招聘团队的组建. 中国人力资源开发,2005,3:35～37
[46] Stephen P. Robbins. Organizational Behavior. Prentice-Hall International, Inc.,1996
[47] 张永生,方静. 成功招聘的细节技巧. 中国人力资源开发, 2005,3:30～34
[48] Haig R. Nalbantian. Play To Your Strengths. McGraw-Hill, 2003. 311~316
[49] James N. Baron, David M. Kreps. Strategic Human Resource Management. Printice-Hall International. Inc. ,2002. 177~180
[50] Jerry S.Rosenbloom. The Handbook of Employee Benefits. Printice-Hall,2001
[51] Ivancevich. Human Resource Management. McGraw-Hill,2003. 47~52
[52] Gary Dessler. Human Resource Management.8th Ed .The Prentice Hall,2000