中小企业员工招聘渠道研究-以S企业为例(人力资源)(附访谈提纲)

中小企业员工招聘渠道研究-以S企业为例(人力资源)(附访谈提纲)(论文15000字)
摘要
众所周知，随着中国特色社会主义市场经济的建立和中小企业的繁荣，中小企业在国民经济发展中毫无疑问将成为我国经济发展的重要力量。目前“以人为本”的人力资本管理阶段又要求中小企业重视招聘工作，而招聘渠道作为招聘工作的起点，为了保证招聘的有效性和可行性，就必须对招聘渠道有一定的见解与研究。
本文采用文献研究法、对比分析法和访谈法对中小企业 S 公司招聘渠道选用与建设现状进行分析，并在数据分析的基础上对 S 公司招聘渠道进行深入探索，阐述其招聘渠道基本情况以及面临的问题和解决的途径。通过研究，S 公司在招聘渠道选用与建设上存在缺乏系统完善的招聘计划；招聘渠道选用没有达到最优化；招聘人员知识专业性较低；公司内部流程繁琐沟通不畅；缺乏人才招聘渠道的规划布局及后续的评估和完善的人才库体系等问题。并提出更新公司招聘人员的招聘观念和提高其整体素质；创新开发利用互联网招聘模式；建立公司人才库；开发和维护招聘渠道并建设立体多元化招聘渠道体系；配合使用内外部招聘渠道；对招聘渠道进行有效性分析和科学性创新等。
关键词:中小企业；招聘渠道；选用与建设 [资料来源：www.THINK58.com]
 
ABSTRACT
From the perspective of China's national conditions and the development stage of Chinese enterprises, China has entered the fourth stage: "people-oriented" human capital management stage. People-oriented management is to regard people as the most important factor in business activities, so recruiting talents for enterprises has become an indispensable force for the development of enterprises. In order to ensure the efficiency and flexibility of recruitment, it is necessary to have a definite and profound insight into the recruitment channels.
With the help of the transparent documents, questionnaire and field survey of the company, this paper studies the actual use ratio of each recruitment channel in the company, and puts forward the problems and reasons of the recruitment channel in the company: the budget of each recruitment channel is not-,and the cost control is improper; Pay too much attention to the results of school recruitment and targeted training; The website selected by the unit for online recruitment is not very targeted, and the corresponding countermeasures are put forward: carry out standard job analysis and improve the plan for recruiting and hiring personnel; Strictly control the recruitment cost and guard against excessive overspending; Eliminate redundant online recruitment channels and strengthen the integrated use of various online channels; Pay attention to internal recruitment; [版权所有：http://think58.com]
KeywordS: Small and medium-Sized enterpriSe； recruitment channel； Selection and conStruction
 

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目 录
摘 要...................................................................................................................I
ABSTRACT............................................................................................................II
第 1 章 绪论....................................................................................................1
1.1 研究背景、目的与意义..........................................................................1
1.2 文献综述..................................................................................................1
1.2.1 国外相关研究...............................................................................1
1.2.2 国内相关研究...............................................................................2 [资料来源：THINK58.com]
1.3 研究的内容和方法..................................................................................3
1.3.1 课题研究的内容...........................................................................3
1.3.2 研究的方法...................................................................................3
第 2 章 相关理论概述.................................................................................5
2.1 招聘渠道基本涵义..................................................................................5
2.2 招聘渠道主要类型..................................................................................6
2.2.1 招聘渠道特征...............................................................................6
2.2.2 招聘渠道特点...............................................................................6
2.3 各招聘渠道优缺点与适用性分析.........................................................6
2.3.1 外部招聘.......................................................................................6

2.3.2 内部招聘.......................................................................................9
第 3 章 S 公司招聘渠道现状分析...................................................... 11
3.1 S 公司的基本情况.................................................................................11
3.2 招聘员工的渠道来源及层级比重........................................................11
3.3 S 公司招聘渠道选用与建设概况.........................................................12
3.4 S 公司在招聘渠道选用与建设上存在的问题.....................................16
3.4.1 缺乏系统完善的招聘计划.........................................................16
3.4.2 招聘渠道选用没有达到最优化.................................................17
3.4.3 招聘人员知识专业性较低.........................................................17
3.4.4 公司内部流程繁琐沟通不畅.....................................................17
3.4.5 缺乏人才招聘渠道的规划布局及后续的评估.........................17 [资料来源：http://think58.com]
3.4.6 缺乏完善的人才库体系.............................................................18
第 4 章 S 公司招聘渠道的选用与建设对策......................................19
4.1 更新招聘观念和提高整体素质............................................................19
4.2 创新开发利用互联网招聘模式............................................................19
4.3 开发和维护公司人才库........................................................................19
4.4 开发和维护企业招聘渠道....................................................................19
4.5 配合使用内外部招聘渠道....................................................................20
4.5.1 利用内部招聘.............................................................................20
4.5.2 利用外部招聘.............................................................................20
4.6 对招聘渠道进行有效性分析和科学性创新........................................20
4.7 建设立体多元化招聘渠道体系...........................................................21 [版权所有：http://think58.com]
第 5 章 研究结论与展望.......................................................................... 22
5.1 研究总结...............................................................................................22
5.2 展望.......................................................................................................22
参考文献...........................................................................................................23
附录.................................................................................................................... 24
致谢.................................................................................................................... 25

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