中小企业人才招聘现状及对策分析毕业论文.docx

中小企业人才招聘现状及对策分析毕业论文.docx

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中小企业人才招聘现状及对策分析毕业论文

中小企业人才招聘现状及对策分析毕业论文

题目中小企业人才招聘现状及对策分析

theirownconditionstodevelopthecorrectroad，themaximumtoavoidinvestmentrisk,gainprofit.（three）vigorouslypromotethebrand.Toestablishbrandawareness,awarenessoftheuseofbrand,brandvalue,brandacquisitionperformance，enhancethecompetitivestrength.Concentratedmanpower,carefulplanning，packagingandpublicityofanumberofunique,marketinfluenceandcoverageofthebrand，theimplementationofkeybreakthroughs，toenhancethecompetitivestrength，walkingbusinessroadthecompetitionofalienationandcharacteristics，thepursuitofstabilityanddevelopmentofthemarket.（four）topromotetheintegrationofresources.Tofurtherbroadentheirhorizons，effectiveintegrationofresourceswithinthegroup,thecityresources,otherindustriesandregionalresources,mutualtrust，mutualbenefit，seekingwin-winprinciple，intheframeworkofnationalpoliciesandregulations，strictinspectionandargumentation,legalconsultation，examinationandapprovalprocedures,strictregulationofeconomicactivities,attractinjectionthesocialinvestmenttotheindustrygroup，toachieveleveragingthedevelopment，ensurethatthevalueofstate—ownedassets.（five）tostrengthentheconstructionmanagementpersonnel。

Strengthenthemanagementofeducationandtrainingofcadresandworkersoftheexistingbusiness，firmlyestablishtheconceptofthemarket，enhancethesenseofcrisistoadapttomarketcompetition，thesenseofurgency,improvetheabilitytorespondtomarketcompetition,improvemanagementandoperationofthemarket。

Atthesametime,accordingtotheneedofindustrialdevelopment，vigorouslytheintroductionofhigh—qualitymanagementmanagementpersonnel,andstrivetobuildahigh-qualityprofessionalmanagementteam，hardwork，andpromotetheentireworkforceknowledgestructure，agestructure,structureoptimizationandupgradingability,enhancecorecompetitiveness，adapttotheneedofmarketcompetition.（six）seriouslystudythepolicyforpolicy.SeriousresearchaboutsocialsupportthedevelopmentofculturalundertakingsinthecountryandtheXXpolicy，especiallythepolicyofindustrialdevelopment，financialinvestmentpolicy，financialpolicyandtaxpolicy，andactivelyseekpolicy,projectsandfunds,enterpriseandindustrygroupmissiontopromoteleapfrogdevelopment.

中小企业人才招聘现状及对策分析

摘要

随着中国经济的发展，中小企业逐渐发展成为我国经济结构中不可或缺的重要组成部分。

人才的重要作用也越来越被企业管理者重视。

但中小企业人力资源管理的现状对人才聘用工作产生了一定的不利影响，对企业发展产生了阻碍作用。

在分析中小企业人员聘用现状的基础上，提出了几点改进意见，具有一定的指导意义。

关键词:

中小企业;人才;招聘;人力资源

前言

随着我国市场经济的发展,中小型企业业已发展成为我国经济结构的重要组成部分,对经济繁荣和社会稳定具有一定的影响力。

据国家经贸委提供的资料表明，目前我国中小企业已超过800万家，占全国企业总数的99%;中小企业工业总产值及实现利润分别占全国企业总数的60％和40%；在我国1500亿美元左右的出口总额中，约60%来自于中小企业。

人才作为企业的核心资源在企业参与市场竞争过程中所起到巨大的作用日益得到重视.卡耐基曾说过：

“即使将我所有工厂、设备、市场和资金全部夺去,但只要保留我的技术人员和组织人员，四年之后，我将仍然是钢铁大王"。

可见,如何招聘到合适的人才便成为企业管理者必须思考的的严峻课题。

themarket。

Atthesametime，accordingtotheneedofindustrialdevelopment，vigorouslytheintroductionofhighionofmarketcompetition,thesenseofurgency，improvetheabilitytorespondtomarketcompetition,improvemanagementandoperatesandworkersoftheexistingbusiness，firmlyestablishtheconceptofthemarket，enhancethesenseofcrisistoadapttoofcadrownedassets.（five）tostrengthentheconstructionmanagementpersonnel.Strengthenthemanagementofeducationandtraining—njectionthesocialinvestmenttotheindustrygroup,toachieveleveragingthedevelopment，ensurethatthevalueofstate,examinationandapprovalprocedures，strictregulationofeconomicactivities，attractiwinprinciple,intheframeworkofnationalpoliciesandregulations，strictinspectionandargumentation，legalconsultation-utualtrust,mutualbenefit,seekingwinces,mtheirhorizons，effectiveintegrationofresourceswithinthegroup，thecityresources,otherindustriesandregionalresours,thepursuitofstabilityanddevelopmentofthemarket。

（four）topromotetheintegrationofresources。

Tofurtherbroadenristicnofkeybreakthroughs,toenhancethecompetitivestrength，walkingbusinessroadthecompetitionofalienationandcharactearefulplanning，packagingandpublicityofanumberofunique，marketinfluenceandcoverageofthebrand,theimplementatiower，carenessoftheuseofbrand,brandvalue,brandacquisitionperformance，enhancethecompetitivestrength.Concentratedmanpooad,themaximumtoavoidinvestmentrisk，gainprofit。

（three）vigorouslypromotethebrand。

Toestablishbrandawareness,awtheirownconditionstodevelopthecorrectr2ontopromoteleapfrogdevelopment.missivestmentpolicy，financialpolicyandtaxpolicy,andactivelyseekpolicy，projectsandfunds,enterpriseandindustrygroupmentofculturalundertakingsinthecountryandtheXXpolicy，especiallythepolicyofindustrialdevelopment,financialineveloppttotheneedofmarketcompetition.（six）seriouslystudythepolicyforpolicy.Seriousresearchaboutsocialsupportthedworkforceknowledgestructure，agestructure,structureoptimizationandupgradingability，enhancecorecompetitiveness,adaqualityprofessionalmanagementteam，hardwork，andpromotetheentire-qualitymanagementmanagementpersonnel,andstrivetobuildahigh—

河南质量工程职业学院

1.我国中小企业人才招聘的现状„„„„„„„„„„„„„„„„„„„„„„„„4

1。

1人力资源管理机构和人员的设置不到位„„„„„„„„„„„„„„„„„„4

1.2对招聘工作不够重视„„„„„„„„„„„„„„„„„„„„„„„„„„„4

1.3招聘渠道相对单一„„„„„„„„„„„„„„„„„„„„„„„„„„„„4

1.4对岗位需要的人员缺乏正确的定位„„„„„„„„„„„„„„„„„„„„„5

1.5中小企业对应聘者的吸引力较弱„„„„„„„„„„„„„„„„„„„„„„52.改进中小企业人才招聘对策建议„„„„„„„„„„„„„„„„„„„5

2。

1树立正确的人力资源管理观念„„„„„„„„„„„„„„„„„„„„„„„„5

2.2建立招聘工作的新观念、新思维„„„„„„„„„„„„„„„„„„„„„„„6

2。

3招聘的具体措施„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„6

2.4招聘前做好充分准备„„„„„„„„„„„„„„„„„„„„„„„„„„„73选择合适的招聘队伍并合理组织招聘工作和标准„„„„„„„„„„„„„„7

3.1招聘队伍是企业的流动广告，代表着企业的形象„„„„„„„„„„„„„„„7

3.2招聘人员的组织方式„„„„„„„„„„„„„„„„„„„„„„„„„„„„7

3.3设立考核评价激励机制„„„„„„„„„„„„„„„„„„„„„„„„„„„7

3。

4制定合理的招聘标准„„„„„„„„„„„„„„„„„„„„„„„„„„„„8

3。

5科学合理的组织招聘工作„„„„„„„„„„„„„„„„„„„„„„„„„„84建立和运用符合企业自身的招聘模式„„„„„„„„„„„„„„„„„„8

4.1加强企业招聘策略，提高招聘录用人员„„„„„„„„„„„„„„„„„„„„8

4。

2采用STAR面试原则，加强招聘面试工作的使用„„„„„„„„„„„„„„„„„85、总结„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„106、参考文献„„„„„„„„„„„„„„„„„„„„„„„„„„„„„11

on，examinationandapprovalprocedures,strictregulationofeconomicactivities,attractinjectionthesocialinvestmenttowinprinciple,intheframeworkofnationalpoliciesandregulations，strictinspectionandargumentation，legalconsultati—ingwinfresourceswithinthegroup，thecityresources，otherindustriesandregionalresources，mutualtrust，mutualbenefit,seektionoevelopmentofthemarket.（four）topromotetheintegrationofresources.Tofurtherbroadentheirhorizons，effectiveintegracompetitivestrength，walkingbusinessroadthecompetitionofalienationandcharacteristics，thepursuitofstabilityanddetheblicityofanumberofunique,marketinfluenceandcoverageofthebrand,theimplementationofkeybreakthroughs，toenhance，brandacquisitionperformance，enhancethecompetitivestrength。

Concentratedmanpower,carefulplanning,packagingandpuethebrand。

Toestablishbrandawareness，awarenessoftheuseofbrand，brandvalutheirownconditionstodevelopthecorrectroad，themaximumtoavoidinvestmentrisk,gainprofit。

（three）vigorouslypromot3t.axpolicy,andactivelyseekpolicy，projectsandfunds，enterpriseandindustrygroupmissiontopromoteleapfrogdevelopmenandtthecountryandtheXXpolicy，especiallythepolicyofindustrialdevelopment，financialinvestmentpolicy,financialpolicyix）seriouslystudythepolicyforpolicy。

Seriousresearchaboutsocialsupportthedevelopmentofculturalundertakingsinreoptimizationandupgradingability，enhancecorecompetitiveness,adapttotheneedofmarketcompetition。

（squalityprofessionalmanagementteam,hardwork,andpromotetheentireworkforceknowledgestructure,agestructure，structu-ivetobuildahighqualitymanagementmanagementpersonnel,andstr-cordingtotheneedofindustrialdevelopment，vigorouslytheintroductionofhighy，improvetheabilitytorespondtomarketcompetition，improvemanagementandoperationofthemarket。

Atthesametime，acurgencsiness，firmlyestablishtheconceptofthemarket,enhancethesenseofcrisistoadapttomarketcompetition，thesenseofnstructionmanagementpersonnel。

Strengthenthemanagementofeducationandtrainingofcadresandworkersoftheexistingbuownedassets.（five）tostrengthentheco—theindustrygroup，toachieveleveragingthedevelopment，ensurethatthevalueofstate

1我国中小企业人才招聘的现状

1.1人力资源管理机构和人员的设置不到位

我国目前大部分中小企业在部门设置的时候并没有单独设置人力资源部，而是由办公室或行政部等部门兼任。

企业对人力资源管理与开发工作的重视性不够，忽略了人力资源部是现代企业架构中不可或缺的重要组成部分，为企业正常、有序的发展提供了必要的支持。

没有配备专门的人力资源管理人员，即使有，其日常工作也仅仅局限于管管档案、工资和劳保等，按照“静态”的、以“事”为中心的传统人事管理模式进行工作，没有行使到人力资源管理应尽的职责。

1.2对招聘工作不够重视

相当多的中小企业对人员的招聘较为随意，更多时候是在人手紧缺或者员工大规模流失的情况下仓促进行招聘，缺乏人力资源计划做指导，在一定程度上对招聘结果产生了不良影响。

对他们而言,招聘更多的时候是一种应急措施，而不是企业人力资源管理与开发工作的需要.人员任用讲求的是人岗匹配，适岗适人。

找到合适的人却放到了不合适的岗位与没有找到合适的人一样会令招聘工作失去意义.

另一方面，近几年来高校连续扩招，民办高校的陆续出现致使应往届毕业生人数急剧上升，导致人力资源市场上出现供过于求的现象.所以不少中小企业错误认为招到一个合适的人非常容易,反映在招聘工作中,思想上不重视，准备不充分，缺乏科学性、系统性，结果往往导致招聘工作以失败告终。

1。

3招聘渠道相对单一

人才招聘的渠道有很多种：

现场招聘会、劳动力市场、网络招聘、猎头公司、校园招聘、平面广告招聘、内部选拔、熟人推荐等等，每种招聘方式都有其特定的优缺点以及人才储备的倾向性。

例如，技术工人和一般办事人员可以到劳动力市场进行招聘，专业技术人员可以进行校园招聘相关专业的毕业生，中高级专业人才则可委托猎头公司进行物色。

这样不仅造成了成本过高，还有着企业本身缺

themarket.Atthesametime,accordingtotheneedofindustrialdevelopment,vigorouslytheintroductionofhighionofmarketcompetition，thesenseofurgency,improvetheabilitytorespondtomarketcompetition，improvemanagementandoperatesandworkersoftheexistingbusiness，firmlyestablishtheconceptofthemarket,enhancethesenseofcrisistoadapttoofcadrownedassets.（five）tostrengthentheconstructionmanagementpersonnel.Strengthenthemanagementofeducationandtraining-njectionthesocialinvestmenttotheindustrygroup,to