中小企业人力资源招聘问题分析及对策——以大连嘉特科技有限公司为例

论文总字数：23504字

目 录

1、引言···················································1

1.1研究背景 ·······························································1

1.2研究意义 ·······························································1

1.3研究的主要内容及方法 ···················································1

2、文献综述 ··············································2

2.1国内外招聘研究现状 ·····················································2

2.2企业招聘体系 ···························································3

2.3中小企业招聘概述 ·······················································3

3、中小企业招聘现状 ······································3

3.1中小企业发展背景 ·······················································3

3.2中小企业招聘当前现状 ···················································4

3.3中小企业招聘流程 ·······················································4

4、大连嘉特公司概况及人力资源概况及招聘流程 ··············4

4.1公司概况 ·······························································4

4.2现有人力资源概况 ·······················································5

4.3公司招聘流程 ···························································6

5、大连嘉特公司招聘主要问题与分析 ························7

5.1招聘准备工作欠缺 ·······················································7

5.2招聘流程不完善 ·························································8

5.3招聘渠道分布不均 ·······················································9

5.4招聘周期过长 ··························································10

6、对大连嘉特科技有限公司招聘问题改善策略 ···············11

6.1完善招聘前期准备工作 ··················································11

6.2制订科学招聘流程 ······················································11

6.3优化招聘渠道 ··························································12

6.4缩短招聘周期 ··························································13

7、结语 ·················································14

参考文献 ················································14

中小企业招聘问题分析及对策

——以大连嘉特科技有限公司为例

赵茜

，China

Abstract：With understanding of the overall situation, which described the recruitment of domestic small and medium-sized enterprises (SMEs), this paper administered the research about the recruitment situation of general staff in Dalian Gat Technology limited company. Several methodologies such as statistical analysis method and questionnaire method were used during the study. Moreover, the following issues are those which were figured out based on the analysis of the database. The recruitment system is imperfect. Damage of the recruitment structure and lack of initiative recruitment consciousness. Lack of talent pool. The overall quality of employees is flat.

High separation rate with serious situation of the brain drain. The person-job match level is on the low side. According to these issues, the coping strategies were also proposed detail by detail afterwards in the area of recruitment progress, recruitment sources, invitation manner, analysis of recruitment demand, person-job-fit, talent attraction and so on. It is hoped that Dalian Gat limited company, the respondent of this research, can improve its recruitment situation and the quality of further invitation. It is also hoped that this company can be the model reference of similar industry in perfecting SME recruitment system.

Key words: Small and medium-sized enterprises; Recruitment channels; Recruitment process.

1、引言

1.1研究背景

随着我国经济的飞速发展,科学技术的不断创新；中小型企业现已成为我国经济结构中的重要组成部分,现阶段中小企业所占比重高达全国总企业数量的90%以上,其工业总产值占全国总量的60%，实现利润占全国总量40% 。

众所周知，人才是生产型企业的核心竞争力。伴随大量大规模投资生产而产生的对劳动力的需求，企业越来越重视以人为本这一理念，在这样的大环境下，中小企业要想得到更好的发展，就必须保持人力资源供给，就必须不断对企业注入新鲜血液，增加自身人才库存，随时将对企业发展有帮助的有用之人吸纳到团队中去。提高人力资源整体素质，丰富人才多元化，以便适应国内外竞争的需要，强化企业自身竞争力。那么这就需要企业人事对公司进行有效的科学化的招聘。招聘工作不仅是企业补充新鲜血液、获得优秀人才的主要渠道,更是企业人力资源管理的前提和基础,对企业保持竞争优势、实现战略目标至关重要。

面对数量如此庞大的中小企业群体，企业日常运行中如何提高员工招聘的有效性,已不再仅是人力资源这一个部门需要面对的问题,更是企业高层及具体用人部门主管需要关注的焦点。接下来, 本文试图通过以大连嘉特为例，对其人力资源的招聘体系所出现的问题提出改善建议，希望通过对大连嘉特的招聘案例分析来全面了解中小企业招聘的相关问题,以此为各中小企业人才引进提供借鉴。

1.2研究意义

招聘是企业采用多渠道方法，把有能力的求职者吸引到组织以填补空缺岗位的过程，补充员工是为了不断为企业发展输送新鲜血液，招聘的成果直接关系到企业原始人力资源的形成和积累。本文的研究意义包含理论和实践两个方面。

在理论方面，本文运用组织行为学考虑组织群体类型，结合组织结构；并结合多种影响员工招聘因素的理论内容和招聘渠道对中小企业进行调查探究，并试图运用理论内容分析目前中小企业人力资源现状。希望在研究理论方法与实际应用中起到向导作用。

在实践方面，本文以2006年成立的生产型企业——大连嘉特科技有限公司为主要调研对象，从该公司人事部门所提供的现有人力资源体系入手，以预期设想的方法，深入调研，找出其招聘工作中可能存在的问题并提出解决策略及以改善意见，帮助该公司优化人力资源招聘体系，从而推动下一步招聘工作的展开，提高招聘质量，吸纳诸多优秀人才，大量储备人才，提升公司整体人力资源水平， 为公司有效的实现战略性发展目标奠定人才基础，同时希望能够为同行业生产型中小企业的招聘工作的展开提供一定参考价值和现实指导意义。

1.3研究的主要内容及方法

1.3.1研究内容

全文共分为七个部分，每个部分主要研究内容：第一章节是绪论部分，主要交代课题的研究背景，研究意义，研究的主要内容及方法，以上三点。为全文的展开做良好铺垫。第二章节是文献综述。总体论述了招聘的国内外研究现状，其中包括国外学者的研究现状，国内学者的研究现状；企业招聘体系；中小企业招聘整体情况概述。本章节为本文的论述提供理论依据，是全篇的理论基础。第三章节是中小企业员工招聘现状。具体介绍了当前国内中小企业招聘的整体现状。第四章节概括大连嘉特科技有限公司及现有人力资源，公司现有招聘流程。第五章节对大连嘉特员工招聘存在问题及分析。运用调查问卷法、访谈法，通过描述性统计分析，百分比数据分析，收回的调查问卷反馈意见等方式分析大连嘉特的招聘概况，了解大连嘉特招聘总体现状。从招聘前期准备工作，招聘流程， 招聘渠道分布，招聘耗时等方面，总结招聘现状，指出存在问题并分析存在的原因。第六章节对大连嘉特科技有限公司现存问题提出改善策略。在充分掌握大连嘉特的实际状况和招聘体系现状的基础上，结合经济发展新常态和当前生产发展需要，从实际出发，调整招聘策略，早日满足科学化招聘的发展需求，将新方案策略投入到日后招聘工作，为公司战略性发展提供实际帮助。从而体现出本次调研初衷的现实意义。第七章节。总结全文观点，结语。最后的部分对全文内容高度概括总结，并对调研中的欠缺不足作出说明补充。

1.3.2研究方法

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