发布时间：2014-09-26 来源：人大经济论坛

摘 要 作为人力资源管理的第一步，招聘工作显得尤为重要，是人力资源管理中的不可或缺的环节之一。信息的发达、科技手段的运用、人才市场的活跃给企业招聘活动的开展提供了方便，但同时也增加了难度，再加上地区间经济、教育、文化等方面发展的不平衡和招聘工作本身的复杂性，企业特别是中小城市企业的员工招聘面临着很大的困境。本文以杭州加普特热熔胶膜有限公司为研究对象，以员工招聘理论为指导，对公司的招聘工作进行了梳理与分析，找出存在的问题，然后综合考虑外部环境和企业自身的发展状况，形成一个规范的可操作的招聘实施方案。 论文结构主要包括五个部分：第一部分是绪论，介绍了招聘的基本理论和论文的写作目的、意义。第二部分主要对加普特公司基本情况及招聘现状进行了具体的描述，力求从多个角度来把握企业存在的问题，强调中小城市企业由于招聘的基础工作缺失、招聘的流程不到位、手段不科学等原因，导致企业目前员工招聘的现状。第三部详细阐述了适合加普特公司的员工招聘方案设计。先提出招聘需求，针对不同的空缺岗位选取不同的招聘渠道，并制定出合适的选拔评价方法组合，提高人员选拔环节的科学性、客观性，最终作出录用决策。第四部分重点介绍了运营总监的招聘选拔方案，组合各种测评方法，详细设计了行为描述性面试。最后简要地总结了招聘方案的设计特点、存在的不足以及进一步改善的思路。 关键词：招聘方案 选拔测评 行为描述性面试 ABSTRACT As the first step of the human resource management, the recruiting work is especially important. It’s an indispensable important link in the human resource management. Information developed, the application of scientific and technological means and the activity of the talent market make enterprises to recruit more convenient, but also increase the difficulty, together with the regional economy, education, culture and other aspects of the development of the imbalances and the complexity of the recruitment process itself. The enterprises, especially small and medium-sized enterprises face great difficulties in staff recruitment. In this paper, it mainly studies the recruitment of Hangzhou First Hot-melt Adhesive Film Co., Ltd, makes staff recruitment theory as a guide, organizes and analyzes the recruiting work of the company, to identify existing problems, then considers the external environment and the development of the company, Finally forms a standardized operational implementation of the recruitment program. This paper contains five parts: The first part mainly introduces the basic theories of recruitment and the writing purpose and meaning. The second part analysis the enterprise and the present recruitment situation, try to grasp the problems from various angles, stressed that small and medium-sized enterprises due to the recruitment of urban basic work missing, the recruitment process is not in place, means unscientific and other reasons, lead to the current staff recruitment situation. The third part in detail introduces the recruitment project of the company. First proposes the recruitment needs, considers of the different positions of vacancies to select different recruitment channels, and to develop appropriate selection methods in order to make the personnel selection more scientific and objective, then makes final hiring decisions. Part four focuses on the selection and eva luation process of operating officer, uses kinds of selection methods. And particularly designs the behavioral description interview. Finally, briefly sums up the characteristics and deficiencies of the rucruitment design and how to improve it. Key word: Recruitment project; election and eva luation ; behavioral description interview 目 录 一、绪论..................................................1 二、员工招聘的理论综述....................................3 （一）招聘的概念及体系构成................................3 （二）人员选拔与评价方法..................................3 1、面试..................................................3 2、心理测验...............................................4 3、评价中心...............................................4 4、纸笔测验...............................................5 三、加普特公司基本情况及招聘现状..........................6 （一）加普特公司基本情况..................................6 （二）加普特公司招聘现状分析..............................7 1、加普特公司的人力资源现状...............................7 2、加普特公司的招聘现状及问题分析.........................8 四、加普特公司员工招聘体系设计...........................10 （一）提出招聘需求，制定招聘计划.........................10 （二）确定招聘渠道.......................................10 1、空缺职位分析..........................................10 2、不同招聘渠道的成本分析................................11 3、合理的招聘渠道选择....................................11 （三）进行简历筛选.......................................12 （四）人员选拔与评价.....................................13 1、生产操作一线人员的选拔评价方法........................13 2、一般管理人员的选拔评价方法............................13 3、中高层管理人员的选拔评价..............................14 （五）作出录用决策.......................................14 （六）招聘评估...........................................15 1、招聘成本效益评估......................................15 2、录用人员数量评估......................................15 3、录用人员质量评估......................................16 五、运营总监的招聘选拔方案...............................17 （一）运营总监的招募与初步筛选...........................17 （二）基于“复合漏斗”模型的人员选拔过程.................17 1、知识技能过滤层........................................18 2、行为能力过滤层........................................18 3、人格潜能过滤层........................................28 4、核心文化过滤层........................................28 5、形成评价报告..........................................30 （三）人员录用评估.......................................30 六、总结.................................................31 （一）加普特公司招聘体系的特点...........................31 （二）加普特公司招聘体系设计体会.........................31 致谢.....................................................32 参考文献.................................................33 附录.....................................................34