发布时间 : 星期日 文章毕业论文——招聘风险及其防范措施更新完毕开始阅读11a1dd1053ea551810a6f524ccbff121dd36c58f
摘要
21世纪是知识经济作为主导的时代，人才作为承载着重要知识和技能的载体，其重要性和稀缺性日益增加。企业要想持续获得发展，必须不断地吸收和发展人才，因此人力资源管理职能在企业管理体系当中占据着重要的地位，并且逐渐上升为战略性的高度。在人力资源管理的重要职能中，招聘决定着企业员工数量、质量的结构的组成，是企业开展后期人力资源管理的前提和基础，因此招聘在企业的发展过程中具有相当重要的作用。一个招聘过程从开始到结束，到对企业产生影响，期间包含着无数个决策，这种客观属性就决定了员工招聘工作充满各种可预知的和不可预知的风险。
本文首先会阐述招聘的意义和对企业发展的作用；然后把招聘分为内部招聘和外部招聘，分别对其所存在的招聘风险进行分析；最后为上述两者提出避免或减少风险的方法。
关键词：内部招聘；外部招聘；风险防范
1
Abstract
In the 21st century, knowledge economy plays the most important part in the whole economy system, and talents as the ones who possess superior knowledge and technology, they are becoming more and more important. If a company wants to get succeed continually, they must keep on absorbing and developing talents, so Human Resource Management begins to play an important role in the company management system, and it’s being strategic. In the functions of Human Resource Management, employee recruitment affects the structure of employee’s quantity and quality, while it’s the base of the company’s later human resource management jobs, so it’s very critical in the company’s development process. An employee recruitment job, it consists of many decisions from beginning to the end, to it affects company’s operation. In this process, it will be full of many predictable and unpredictable risks.
Firstly, this paper describes the meaning of employee recruitment, and its importance for company. Then it divides employee recruitment as two parts, which are internal recruitment and external recruitment, and analyze their risks in employee recruitment process. At last, it shows the methods of avoiding these risks.
Key words: Internal recruitment; External recruitment; Risks avoidance
2
目录
摘要······························································· 1 Abstract ··························································· 2 1 绪论 ···························································· 5 1.1 研究背景 ···················································· 5 1.2 研究目的 ···················································· 6 1.3 研究意义 ···················································· 7 2文献综述 ······················································· 8 2.1 关于招聘风险的研究综述 ······································ 8 2.1.1 关于招聘时间、金钱、人力资源成本风险的研究 ················ 8 2.1.2 由招聘人员和应聘人员所造成的招聘风险研究 ·················· 9 2.1.3 由企业内部运作和制度所导致的招聘风险的研究 ··············· 10 3 招聘风险分析研究 ··············································· 12 3.1 内部招聘和外部招聘共有的招聘风险 ····························12 3.1.1 人力资源规划错误 ········································· 12 3.1.2 工作分析失误 ············································· 13 3.1.3 招聘人员工作失误 ········································· 13 3.2 内部招聘特有的招聘风险 ······································14 3.2.1 绩效考核系统不科学 ······································· 14 3.2.2 激化内部矛盾，影响企业凝聚力 ······························ 14 3.2.3 产生“近亲繁殖”，影响员工工作积极性 ························ 15 3.2.4 降低企业活力和竞争力 ····································· 15 3.3 外部招聘特有的招聘风险 ······································16 3.3.1 信息不对称导致人才识别、甄选错误 ·························· 16 3.3.2 招聘成本过高 ············································· 16 3.3.3 招聘信息发布渠道、招聘工具选择错误 ························17 3.3.4 回复速度过慢导致意向人才流失 ····························· 17 3.3.5 应聘者在入职后段时间内离职 ······························· 18 3.3.6 企业形象受损 ············································· 18
3
4 降低企业招聘风险的方法 ········································· 19 4.1 从宏观角度降低企业招聘风险 ··································19 4.1.1 从企业战略发展角度规划人力资源 ··························· 19 4.1.2 运用科学方法进行工作分析 ································· 19 4.1.3 进行招聘评估 ············································· 20 4.1.4 培训招聘团队 ············································· 20 4.2 降低企业内部招聘风险 ········································21 4.2.1 创建客观、公平、有效的绩效体系 ····························21 4.2.2 调节员工情绪，建立公开、公平化内部招聘流程和筛选标准 ·······22 4.2.3 培训内部招聘晋升、调岗人员 ································22 4.3 降低企业外部招聘风险 ········································22 4.3.1 采用基于胜任力为特征的员工招聘系统 ······················· 23 4.3.2 采用招聘工作团队负责制或招聘外包 ··························23 4.3.3 建立企业招聘成本核算体系 ··································24 4.3.4 建立员工定向支持体系 ······································24 5 结论及展望
5.1 本研究的结论 ················································25 5.2 本研究存在的不足与展望 ······································27 参考文献 ··························································28 致谢 ······························································30
4