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互聯網公司基層人員招聘體系優化研究(碩士)(附訪談提綱和問卷調

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互聯網公司基層人員招聘體系優化研究(碩士)(附訪談提綱和問卷調查)(論文32000字)
摘要
隨著互聯網技術的出現和發展,我國的互聯網企業也迅速崛起。隨著“互聯網+”大潮的興起,我國的互聯網企業更如雨后春筍般遍地開花。雖然,互聯網公司發展勢頭強勁、市場前景廣闊、經濟效益良好,但據統計,我國的互聯網公司的平均壽命只有短短的3-5年。造成我國互聯網公司如此短命的原因一方面是由于技術更新迭代比較快,市場變化莫測,很多互聯網公司無法適應外部環境的壓力和變化而被淘汰;另一方面,很多互聯網公司在迅速發展的過程中忽視了內部對人力資源的管理工作,尤其是招聘管理工作,沒有建立健全的招聘體系,或者是現行的招聘體系已經無法滿足公司發展的需要。
招聘體系作為人力資源管理的子系統,是人才進入企業的必要途徑,在很大程度上決定了企業人力資源的數量、質量、知識層次、年齡結構等因素,為企業的發展壯大提供必要的人力支持和保障。而另一方面,基層人員作為公司發展的基石,就如同建造高樓大廈的地基一樣,基礎沒有打好,再高的樓也只能是曇花一現,一旦受到外力的打擊便會轟然倒塌。因此,互聯網公司要追求迅速強勁長久健康的發展,必須做好基層人員的招聘工作,建立一套完善的招聘體系。 56doc.com QQ:306826066
YT公司成立于2014年,隸屬于中國出版集團,憑借母公司在傳統預言翻譯服務方面四十余年的積累,順應互聯網發展的大潮,其主要的經營業務為跨語言大數據服務、人工智能以及傳統的語言翻譯服務。目前公司現有員工106人,其中基層人員64人,占到了總人數的60%。自成立以來,YT公司就重視人力資源的發展和進步。而招聘作為人才輸入的關鍵環節,也是公司內部相對重要的工作內容之一。YT公司依據自身發展的狀況,形成了一套相對健全的人力資源招聘體系,為公司前期的發展起到了不可或缺的推動作用。但因互聯網行業發展迅速,外部環境瞬息萬變,市場競爭壓力逐年增大,目前的人力資源招聘體系已經無法滿足公司快速發展的需要。
根據調查分析,YT公司現行的人力資源招聘體系存在著招聘工作者專業性不強、人才測評主管籠統、工作分析滯后,崗位說明書無法指導現有工作、招聘錄用周期過長等問題,已經無法適應新形勢下的公司招聘需求,難以為公司招到合適的基層人員。招聘體系的失效、基層人員的確實,在一定程度上阻礙了YT公司的快速發展。因此,對YT公司現行的人力資源招聘體系進行優化,使之符合公司的現狀和發展要求,是當前人力資源工作的重中之重。
本文通過文獻研究、訪談及問卷調查、實例分析等,以YT公司基層人員招聘為切入點,基于人力資源管理及招聘體系相關理論為基礎,對現行基層人員招聘體系進行調查分析,進而對現行招聘體系進行優化改進,具體的措施有:組建人員穩定、專業性強的招聘小組;全面的人才測評;科學開展工作分析及制定崗位說明書;迅速的錄用決策;明確招聘評估和后續責任;精確預測基層人員需求;完善招聘計劃。為了保證優化方案能夠順利實施,另提出了一系列的保障措施,例如提高招聘團隊的專業化水平;增強用人部門的主體責任;高層重視和參與;正向引導和包容發展;以“PDCA循環”持續優化。同時,YT公司的整個基層人員招聘體系需要在實踐中不斷進行檢驗,對偏差進行修正,持續優化,才能在基層人員的招聘過程中發揮真正的促進作用,為YT公司招到更多更適合的優秀人才,保證公司的長遠健康發展,同時,希望對其他類似于YT公司的互聯網企業提供一定的借鑒作用。

版權所有www.2329055.live


關鍵詞:互聯網公司、基層人員、招聘體系、招聘優化

Abstract
With the emergence and development of Internet technology, the Internet enterprises in China have also risen rapidly. With the rise of "Internet plus" tide, China's Internet companies such as bamboo shoots after a spring rain like blossom everywhere. Although Internet Co has strong momentum of development, wide market prospects and good economic returns, according to statistics, the average life expectancy of our Internet Co is only 3-5 years. The cause of such short-lived Internet Co in China on the one hand because of the technology update faster, many Internet Co cannot adapt to the market change constantly, the pressure of the external environment and the changes were eliminated; on the other hand, many Internet Co ignored the internal management of the human resources in the process of rapid development, especially the recruitment management, no establish and improve the recruitment system, or the existing recruitment system has been unable to meet the needs of the development of the company. 【本文來自56doc.com QQ:869918441】
Recruitment system as a subsystem of human resource management, is a necessary way to talent into the enterprise, to a large extent determines the number of enterprises, the quality of human resources, knowledge level, age structure and other factors, to provide manpower necessary support and guarantee for the development of enterprises. On the other hand, the grass-roots personnel as the cornerstone of the company's development, just like building the foundation of high-rise buildings, the foundation is not good, and the taller building is only a flash in the pan. Once it is hit by external force, it will collapse. Therefore, the Internet Co should pursue the rapid and long-term healthy development. It is necessary to do a good job in the recruitment of grass-roots personnel and establish a complete set of recruitment system.
YT company was founded in 2014, belonging to China publishing group, the parent company by virtue of translation services in the traditional predicted forty years of accumulation, conform to the tide of Internet development, the main business for cross language data services, artificial intelligence and traditional language translation service. At present, the company has 106 employees, of which 64 people at the grass-roots level, accounting for 60% of the total. Since its establishment, YT company has attached great importance to the development and progress of human resources. Recruitment, as a key link of talent input, is also one of the most important work contents within the company. According to their own development status, YT company has formed a relatively complete recruitment system of human resources, which has played an indispensable role in promoting the early development of the company. But due to the rapid development of the Internet industry, the external environment is changing rapidly, and the market competition pressure is increasing year by year. At present, the recruitment system of human resources has been unable to meet the needs of rapid development of the company.
【內容來自www.2329055.live 咨詢QQ:306826066】

According to the survey, the current human resource recruitment system of YT company is recruiting workers professional is not strong, director general, job analysis, personnel assessment lag, job description cannot guide the current work, the recruitment cycle is too long, has been unable to adapt to the new situation of the recruitment needs, it is difficult for the company to find the appropriate base personnel. The failure of the recruitment system and the fact that the grass-roots personnel are, to a certain extent, hindered the rapid development of the YT company. Therefore, optimizing the current human resource recruitment system of YT company to make it conform to the company's current situation and development requirements is the most important part of the current human resources work.
Through this research, interview and questionnaire survey of the literature and case analysis, the grass-roots staff of YT company recruitment as the starting point, the theory of human resource management and recruitment system based on the basis of the investigation and Analysis on the current staff recruitment system, and the current recruitment system is optimized, the specific measures are: the formation of stable staff professional and comprehensive recruitment team; talent assessment; job analysis and job description to carry out scientific development; rapid hiring decisions; clear recruitment assessment and follow-up responsibility; predict staff demand; improve recruitment plan. In order to ensure the optimization scheme can be implemented smoothly, the other put forward a series of security measures, such as improving the recruitment team of professional level; strengthen the main responsibility for departments; high-level attention and participation; development and inclusive positive guidance; "PDCA cycle" continuous optimization. At the same time, YT's entire staff recruitment system needs to be constantly tested in practice, the deviations are corrected, continuous optimization, to play a real role in the recruitment process of grass-roots workers, to recruit more suitable talents for the YT company to ensure the company's long-term healthy development, at the same time, I hope to provide some the reference to other similar to the YT company's Internet business. 內容來自www.2329055.live 咨詢QQ:306826066

Key words:internet company; grassroots staff; recruitment system; recruitment optimization 

目錄
第1章  緒論    1
1.1 研究背景    1
1.2研究目的及研究意義    2
1.2.1 研究目的    2
1.2.2 研究意義    2
1.3 研究方法    2
1.3.1文獻分析法    3
1.3.2 訪談及問卷調查法    3
1.3.3 案例分析法    3
1.4 研究思路及框架    3
1.5 文獻綜述    4
1.5.1 國內研究現狀    4
1.5.2 國外研究現狀    5
第2章  YT公司簡介及基層人員招聘體系現狀    7
2.1 YT公司簡介    7
2.1.1 公司簡介    7
2.1.2 組織架構    7
2.1.3 YT公司人員年齡結構    8
2.1.4 學歷結構    9
2.1.5 員工工齡    9 版權所有www.2329055.live 咨詢QQ:869918441
2.1.6 男女比例    10
2.1.7 人員層級結構    10
2.2 YT公司現有基層人員招聘體系基本情況    11
2.2.1 招聘原則及招聘相關制度    11
2.2.2 中長期人力資源規劃、工作分析與崗位設置    11
2.2.3 基層崗位招聘需求預測管理    11
2.2.4 基層崗位招聘流程    11
2.2.5 基層崗位招聘渠道    12
2.2.6 基層崗位應聘人員測評選拔    13
2.2.7 招聘評估    13
第3章  YT公司現行基層人員招聘體系調查研究    14
3.1 訪談的設計與實施    14
3.1.1 訪談提綱的設計    14
3.1.2 訪談的實施    14
3.2 問卷的設計與實施    14
3.2.1 調查問卷的設計    14
3.2.2 問卷調查的實施    16
3.3  結果分析與評價    17
3.3.1  訪談數據分析    17
3.3.2  問卷調查數據分析    17

內容來自www.2329055.live


3.3.3  本公司基層人員招聘體系存在的問題    20
第4章  YT公司基層人員招聘體系優化設計方案    24
4.1 優化方案設計的思路與原則    24
4.1.1 優化方案設計的思路    24
4.1.2 優化方案設計的原則    24
4.2 基層人員招聘體系優化方案    25
4.2.1 組建人員穩定、專業性強的招聘小組    26
4.2.2 科學有效的人才測評    26
4.2.3 科學開展工作分析及崗位說明書    27
4.2.4 迅捷的錄用決策    29
4.2.5 評估招聘有效性和明確后續責任    30
4.2.6 精準預測基層人員需求    31
4.2.7 完善招聘策略    32
第5章  招聘體系優化方案保障措施    33
5.1提高企業對人力資源重視    33
5.1.1提升人力資源觀念    33
5.1.2 調整人力資源人才結構    34
5.1.3 加強人力資源內部培養    34 內容來自www.2329055.live 咨詢QQ:306826066
5.1.4 明確公司核心價值觀    34
5.2提升應聘者穩定性    35
5.2.1建立穩定招聘團隊    35
5.2.2 加強人力資源內部培養    35
5.2.3降低基層人員流失率    36
5.2.4 增強用人部門的主體責任    36
5.3有效拓展招聘渠道    36
5.3.1深化校企合作模式    37
5.3.2有效使用勞務派遣模式    37
5.3.3加大內部推薦力度    37
5.3.4 加強高層重視和參與,提高重視程度    38
5.4 正向引導新入職的基層人員    38
5.5 根據實際情況不斷優化改進    39
第6章  結論    40
6.1 研究結論    40
6.2 創新之處及不足之處    40
6.3本研究的局限與展望    41
參考文獻    42
附錄    45
附錄1訪談提綱    45
附錄2  問卷調查    47 【本文來自56doc.com】

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