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1、R网络公司人力资源招聘研究摘 要当今社会是一个追求核心人才的社会，互联网时代更是将社会人才价值观的更新速度与意识理念进行了颠覆。而什么是核心人才，掌握了第一生产要素，并能转化为显示财富的人就是核心人才。体现在人力资源管理工作中，主要的表现是人力资源的管理目标要求更为精准，员工招聘体系的构架要更为合理，培训系统要臻于成熟，绩效评价体系要激励到位。总而言之，人力资源管理工作就是要挖掘出人才最为深层次的力量，帮助公司在各个战略阶段达成目标，如果从宏观的角度来说，还可以带动行业的发展，改变整体经济布局。而要想达到这样的目标，人力资源管理工作就要被列为正式课题，而其中的人才招聘工作成为了第一步也是最关键
2、的一步。当人们问到比尔盖茨微软成为互联网巨擘的秘诀时，他是这样说的“微软之所以成功的秘诀就在于充分挖掘了员工的核心价值，如果把我最优秀的20名雇员拿走。那么微软将会变成一个不起眼的公司。”由此，我们可以看出，优秀的员工对于企业的价值，招聘工作就是要将这些优秀的员工甄选出来，并加以培养，成为和企业核心价值观相统一，并推动企业目标实现的人力资源。本文以R网络公司为研究对象，在实践研究和收据数据阶段，可以清楚地看到R公司认识到了招聘工作作为渠道的功能意义与作为人力资源工作的基础性能，在此基础上建立了招聘工作的框架，但在实际操作的过程中，因为对很多细节工作的重视程度不够、处理不到位，导致公司在招聘过程
3、中遇到很多阻力，优秀人才的招聘难度也越来越大，甚至出现了人才断链的现实困境。这对于以人才为核心力量的互联网企业来说，无疑是毁灭性的。R公司的招聘问题并不是一个个案，它为我们反观出国内企业的招聘现状，尤其是中小型企业，对于人才招聘这一基础性管理工作在开发合成中的重要作用的漠视，使本应富有活力的企业变得奄奄一息，决策层希望在技术和管理上找到问题的症结，却忽视了最为基础的招聘环节。人才招聘作为企业管理体系的根基，只有不断加强与完善才能生发出合理的机制，为企业招聘到源源不断的人才，使企业拥有核心发展力。针对当下企业的招聘现状，本文以R网络公司为研究的出发点，力图通过该项研究为企业在人力资源管理领域带来
4、理论意义和实践意义。本文首先分析了当下企业招聘困境的成因，尝试为创建合理的人力资源招聘管理体系找到出口。通过分析我们知道，R网络公司招聘存在问题主要有内部及外部原因，招聘难的外部原因主要是公司所处地域、规模吸引力不够、公司总体薪酬福利水平有待提高、由于公司是互联网型公司，对研发人才的需求量比较大，而本地的高校相对较少，且存在着计算机类的毕业生倾向于去北上广发展的趋势，所以一旦企业大批量的需求技术人员，将面临无法及时招到合适的人才的局面；招聘难的内部原因主要是公司内部管理制度有待完善、缺乏招聘职位的详细描述、缺乏明确、可量化的所需人才标准、对人才的评价方法过于简单等。同时，鉴于公司是互联网型公司
5、，员工以年轻人为主，特别是90后员工占绝大多数，对于这批有想法、有个性的年轻人，以往的死板的招聘手段和方式对年轻人不再有吸引力。其次，为了使得R网络公司能够在招聘工作中获得最优秀员工，达到组织和人才的双向匹配，组织和人才都需要接受不断的修炼，这个修炼的过程不仅仅指专业技术能力的提升，还有应急能力、抗挫能力、等意志品质，职业道德和职业修养等综合素养品质，他们共同构成了工作胜任能力。所以本文认为，对于人才的招聘首先要有一个对员工招聘自内而外的评估指标体系的建立，辅以完善的制度和科学的流程，才能将招聘工作落到实处。再次，R网络公司应该通过员工管理，对现有员工做进一步的培养与提升，针对从业人员的时代特
6、性、年龄特性、性格特性组织培训，也借由培训来观察一下员工和组织的价值观是否匹配，这对于判断员工是否适合在企业发展、未来的忠诚度、可能的流失度等等都具有重要的作用。本文认为：需要人力资源管理部门在组织招聘程中建立健全招聘管理制度，规范招聘的流程，细化招聘的指标、明确招聘的标准，构建招聘的测评体系，落实评估系统的效果与方法。此外，当公司需要推出一款新产品时，需要和企业内的各个部门进行沟通协调，确定产品的具体参数指标，这对于企业未来至少五年之内的招聘都有着重要的意义。因为它可以让企业更加清晰的知道自己需要的是什么样的人才，在众多的候选人中找到合适的人才。另外，无论企业处在初创期、稳定期、上升期还是衰
7、退期，都会遇到不同程度的问题，所以评估与考核的指标要做到尽可能的细化，这种经验性的财富不是任何一个不规范的企业所能够拥有的。最后，对全篇论文的内容进行了总结。本文提出了涉及R网络公司的前期员工招聘，但是在现实中，当招聘工作告一段落时，并不意味着招聘的结束，因为与招聘相关的新的人力资源工作任务和问题又会出现，因此，后续的工作怎么开展，开展的实效如何落实，也应该纳入到招聘研究之中，这些对于以R公司为首的网络公司的人力资源管理工作具有重要的借鉴意义。关键词：R网络公司；招聘；问题与对策AbstractIn todays society is a society of core talents, th
8、e Internet era is the social value of the concept of the update speed and awareness of the concept of subversion. And what is the core talent, master the first elements of production, and can be converted to show the wealth of the people is the core talent. Embodied in human resource management, the
9、 main performance is the human resources management goal is more accurate, framework of staff recruitment system is more reasonable, the training system to mature, the performance evaluation system of incentives in place. All in all, the work of human resource management is to dig out the deep talen
10、t strength, help the company to achieve the goal in the strategic stage, if from a macro perspective, can also promote the development of the industry, changes in the overall economy layout. In order to achieve this goal, human resources management will be listed as a formal topic, and the talent re
11、cruitment work has become the first step is the most critical step. When people asked Bill Gates Microsoft to become the secret Internet giants, he said the secret of Microsoft success is to fully tap the core values of the employees, if the 20 employees of my best. Then Microsoft will become a humb
12、le company. Thus, we can see that the excellent staff for the value of the enterprise, the recruitment is to the excellent staff selection, and to cultivate, unity and become the core values of the enterprise, and promote enterprise to realize the goal of human resources.We take R company as the res
13、earch object, research and practice in the receipt of data, you can clearly see the R company to realize the recruitment as a function of channel performance as the basis and significance of human resource management, set up on the basis of the framework of the recruitment work, but in the actual op
14、eration of the process, because the degree of attention to many of the details of the work is not enough, not in place, resulting in the company encounter a lot of resistance in the process of recruiting, talents recruitment has become increasingly difficult, even the dilemma of talent chain. This i
15、s the core strength of the Internet companies, is undoubtedly devastating.The recruitment of R company is not the case, it is for us to review the recruitment status of domestic enterprises, especially small and medium enterprises, disregard for the important role of recruitment of the basic managem
16、ent work in the development of the synthesis, the vitality of the enterprise become a decision-making Yan Yan, hoping to find the crux of the problem in technology and management, but neglect the most basic link of recruitment. Talent recruitment as the foundation of the enterprise management system
17、, only to strengthen and improve the ability to produce a reasonable mechanism for enterprises to recruit a steady flow of talent, so that enterprises have the core development.In view of the present situation of the enterprise recruitment, this paper takes the R network company as the starting poin
18、t, and tries to bring the theoretical and practical significance in the field of human resource management through the research.This article first analyzes the causes of the plight of the recruitment of the current enterprise, try to create a reasonable human resource recruitment management system t
19、o find export. Through the analysis we know that R network recruitment problems mainly in the internal and external reasons, external recruitment difficult reason is mainly the regional scale, attractive enough, company overall salary and welfare level needs to be improved, because the company is an
20、 Internet company, demand for R & D personnel is relatively large, but relatively few local colleges and universities there is a computer, and graduates tend to go to the north of Guangzhou development trend, so once the enterprise mass demand for technical personnel, will face unable to recruit the
21、 right talent situation; internal recruitment difficult reason is mainly the companys internal management system needs to be improved, the lack of detailed job description, lack of clear, the quantitative evaluation method of talent standard, the talent is too simple. At the same time, in view of th
22、e company is the Internet company employees, mainly young people, especially after 90 employees accounted for the majority, for this group of ideas, the personality of young people, the rigid recruitment means there is no attraction for young people.Secondly, in order to make the R network company c
23、an get the best employees in the recruitment work, to achieve two-way matching of organization and personnel, organization and personnel are required to accept the constant practice, this practice not only refers to the professional technical ability, and emergency ability, anti frustration ability,
24、 willpower, occupation and occupation moral cultivation the comprehensive quality of literacy, they constitute the work competence. So this article believes that, for the recruitment of talent, we must first have a staff recruitment from the inside out of the evaluation index system, supplemented by
25、 a sound system and scientific process, in order to implement the recruitment work.Again, R network company should go through the staff management, do further to cultivate and enhance the existing staff, for practitioners of the age characteristics of age characteristics, personality characteristics
26、 of the organization of training, also by training to look at employees and organizational values, the staff to determine the suitability in the role of enterprise development, the future the possible loss of loyalty, and so on are important. This paper holds that human resource management in the or
27、ganization department to establish a sound management system of recruitment recruitment process, standardize the recruitment process, recruitment, recruitment index refinement clear standards, building evaluation system of recruitment, evaluation system and method of implement effect. In addition, w
28、hen the company needs to introduce a new product, the need and the various departments within the enterpriseKEY WORDS： R Networking Company; Problems and countermeasures关键词：R网络公司；招聘；问题与对策THE RESEARCH ON RECRUITING OF R NETWORK TRAINING COMPANY HUMAN RESOURCESABSTRACTAbstractIn todays society is a so
29、ciety of core talents, the Internet era is the social value of the concept of the update speed and awareness of the concept of subversion. And what is the core talent, master the first elements of production, and can be converted to show the wealth of the people is the core talent. Embodied in human
30、 resource management, the main performance is the human resources management goal is more accurate, framework of staff recruitment system is more reasonable, the training system to mature, the performance evaluation system of incentives in place. All in all, the work of human resource management is
31、to dig out the deep talent strength, help the company to achieve the goal in the strategic stage, if from a macro perspective, can also promote the development of the industry, changes in the overall economy layout. In order to achieve this goal, human resources management will be listed as a formal
32、 topic, and the talent recruitment work has become the first step is the most critical step. When people asked Bill Gates Microsoft to become the secret Internet giants, he said the secret of Microsoft success is to fully tap the core values of the employees, if the 20 employees of my best. Then Mic
33、rosoft will become a humble company. Thus, we can see that the excellent staff for the value of the enterprise, the recruitment is to the excellent staff selection, and to cultivate, unity and become the core values of the enterprise, and promote enterprise to realize the goal of human resources.We
34、take R company as the research object, research and practice in the receipt of data, you can clearly see the R company to realize the recruitment as a function of channel performance as the basis and significance of human resource management, set up on the basis of the framework of the recruitment w
35、ork, but in the actual operation of the process, because the degree of attention to many of the details of the work is not enough, not in place, resulting in the company encounter a lot of resistance in the process of recruiting, talents recruitment has become increasingly difficult, even the dilemm
36、a of talent chain. This is the core strength of the Internet companies, is undoubtedly devastating.The recruitment of R company is not the case, it is for us to review the recruitment status of domestic enterprises, especially small and medium enterprises, disregard for the important role of recruit
37、ment of the basic management work in the development of the synthesis, the vitality of the enterprise become a decision-making Yan Yan, hoping to find the crux of the problem in technology and management, but neglect the most basic link of recruitment. Talent recruitment as the foundation of the ent
38、erprise management system, only to strengthen and improve the ability to produce a reasonable mechanism for enterprises to recruit a steady flow of talent, so that enterprises have the core development.In view of the present situation of the enterprise recruitment, this paper takes the R network com
39、pany as the starting point, and tries to bring the theoretical and practical significance in the field of human resource management through the research.This article first analyzes the causes of the plight of the recruitment of the current enterprise, try to create a reasonable human resource recrui
40、tment management system to find export. Through the analysis we know that R network recruitment problems mainly in the internal and external reasons, external recruitment difficult reason is mainly the regional scale, attractive enough, company overall salary and welfare level needs to be improved,
41、because the company is an Internet company, demand for R & D personnel is relatively large, but relatively few local colleges and universities there is a computer, and graduates tend to go to the north of Guangzhou development trend, so once the enterprise mass demand for technical personnel, will f
42、ace unable to recruit the right talent situation; internal recruitment difficult reason is mainly the companys internal management system needs to be improved, the lack of detailed job description, lack of clear, the quantitative evaluation method of talent standard, the talent is too simple. At the
43、 same time, in view of the company is the Internet company employees, mainly young people, especially after 90 employees accounted for the majority, for this group of ideas, the personality of young people, the rigid recruitment means there is no attraction for young people.Secondly, in order to mak
44、e the R network company can get the best employees in the recruitment work, to achieve two-way matching of organization and personnel, organization and personnel are required to accept the constant practice, this practice not only refers to the professional technical ability, and emergency ability,
45、anti frustration ability, willpower, occupation and occupation moral cultivation the comprehensive quality of literacy, they constitute the work competence. So this article believes that, for the recruitment of talent, we must first have a staff recruitment from the inside out of the evaluation inde
46、x system, supplemented by a sound system and scientific process, in order to implement the recruitment work.Again, R network company should go through the staff management, do further to cultivate and enhance the existing staff, for practitioners of the age characteristics of age characteristics, pe
47、rsonality characteristics of the organization of training, also by training to look at employees and organizational values, the staff to determine the suitability in the role of enterprise development, the future the possible loss of loyalty, and so on are important. This paper holds that human reso
48、urce management in the organization department to establish a sound management system of recruitment recruitment process, standardize the recruitment process, recruitment, recruitment index refinement clear standards, building evaluation system of recruitment, evaluation system and method of impleme
49、nt effect. In addition, when the company needs to introduce a new product, the need and the various departments within the enterpriseKEY WORDS： R Networking Company; Problems and countermeasures 目录摘 要1ABSTRACT4目录7第1章 绪论101.1研究背景及意义101.1.1研究背景101.1.2研究意义111.2国内外人力资源招聘研究现状111.2.1国外人力资源招聘研究现状111.2.2国内人力资源招聘研究现状121.3本文研究目的、内容和方法一三1.3.1本文研究目的一三1.3.2本文研究内容一三1.3.3本文研究方法一三第2章 企业人力资源招聘理论及方法研究综述一五2.1人力资源招聘的基础理论研究一五2.1.1招聘与招聘体系的概念一五2.1.2人力资源招聘的意义和原则162.1.3人力资源招
