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论文编号：	4371
作者编号：	2120102361
上传时间：	2012/6/7 17:05:08
中文题目：	基于人与组织匹配的校园招聘中甄选过程研究
英文题目：	Research on Selection Process of Campus Recruitment Based on Person-Organization Fit
指导老师：	袁庆宏
中文关键字：	人与组织匹配;校园招聘;甄选;信号传递
英文关键字：	Person-organization fit; Campus recruitment; Selection; Signaling
中文摘要：	组织面临的外部环境日益动态化和复杂化，这对组织提出了更高的要求，组织要生存和发展则需要构建和增强其动态核心能力，而在知识经济的今天，人力资源成为组织的核心资源，组织需要通过获取、运用、激励人力资源等来增强其动态核心能力。在组织内部，由于交易成本的内部经济性和组织内部岗位的正式化，组织将核心岗位纳入内部劳动力市场，而内部劳动力市场是由软契约来维系的，要求组织和员工相互之间高度的信任，新员工只能进入底层岗位，通过内部提升才能发展到高层岗位，因而内部劳动力市场的补充需要的是能与组织建立长期雇佣关系，并满足组织社会边界的人，即与组织匹配的人。相比已经经历其他组织的社会化过程的社会人员，可塑性较好、综合素质较高并具有发展潜力的应届大学毕业生成为组织补充内部劳动力市场的重要来源。校园招聘作为组织补充内部劳动力市场的重要渠道备受重视，而且在校园招聘中，甄选过程是组织对应聘者进行评价并作出决策的环节，决定了组织招聘的新员工的质量，是招聘的关键环节，更是实现基于人与组织匹配的招聘的关键过程，而组织在校园招聘中的甄选面临的是复杂和动态的应届大学毕业生市场，这增加了甄选的难度。因此，本研究关注为补充内部劳动力市场而选择校园招聘的组织，主要对基于人与组织匹配的校园招聘中的甄选过程进行详细分析。 本研究首先在相关理论综述的基础上，对现有的甄选模型进行了比较分析，并总结甄选过程不仅是评价和决策的过程、组织与应聘者博弈的过程、与应聘者相互知觉的过程，同时也是与竞争对手的竞争过程；其次根据组织校园招聘和应届大学毕业生的特征对Kristof提出的人与组织匹配模型进行了修正，主要是三个方面：（1）组织对大学生的要求不仅包括时间、努力、承诺，任务和人际相关的知识、技能和能力，还包括认同，更有组织相关的知识和能力，还包括对人口统计变量和素质的要求。同时由于应届大学毕业生没有工作经验，所以组织对经验没有要求。（2）大学生需求的资源不仅包括财务的、物理的和心理的，还包括制度的。（3）应届大学生的特征方面不仅包括个性、价值观，还包括动机和偏好。再者，构建了以信息获取、信息甄别、评价和决策为横轴，以人与组织匹配的三个维度的评价、匹配维度组合分析和录用决策为纵贯线的基于人与组织匹配的校园招聘中的甄选过程模型；最后提出了甄选的具体策略和实施保障。 本研究主要关注校园招聘中的甄选过程，并选择结合信号传递和信息甄别等信息经济学、组织行为学和人力资源管理的角度，以期能为理论做些贡献；本研究在提出甄选过程模型后分析了其实施的保障和具体的策略，以期为组织提供一定的借鉴。
英文摘要：	The external environment organizations faced is increasingly dynamic and complicated, which puts forward higher requirements for organizations, organizations need to build and strengthen their dynamic core abilities, and in the era of the knowledge economy , human resources have become the core resources of organizations, organizations need to enhance their dynamic core abilities through the acquisition, use and incentive human resources. In the internal of organizations, due to the internal economy of transaction cost and positions formalizing in organizations, organizations fit the core positions into the internal labor market, the internal labor market is made of soft contract to sustain, organization and employees are in a high level of trust, and new employees are only allowed into the bottom position, then are promoted to the top positions, so the supplement of the internal labor market needs people who can establish long-term relationship with the organization, and meet the demands of the social and technical boundary of the organization, that is ,can fit with the organization. Compared with experienced social applicants who have been socialized by other organizations, university graduates who own good plasticity, high diathesis and the potential for the development become an important source of the internal labor market. Organizations pay more and more attention on campus recruitment which is regarded as an important channel of supplying the internal labor market. And in the campus recruitment, the selection process is the process of evaluating applicants and making decision, which decided the quality of the new staff, so it is the key link of recruitment which can realizes person-organization fit, but what organizations in the selection of campus recruitment face is complex and dynamic fresh university graduates market, this increases the difficulty of selection. Therefore, this thesis mainly pays attention to organizations which select campus recruitment for the supplement of the internal labor market, and makes a detailed analysis of the selection process of campus recruitment based on person-organization fit. This thesis analyses the existing selection models on the basis of reviewing the related theory firstly, and summarizes the selection process is not only the evaluation and decision making process, gambling and perception process between organizations and applicants, but also the competing process with competitors; Secondly, according to the characteristics of university graduates and campus recruitment of organizations ,this thesis corrects the model of person-organization fit proposed by Kristof, there are mainly three aspects: (1) the requirements of the college students' organization is not only time, effort ,but also commitment, not only tasks-related and interpersonal KSAs, but more organization-related KSAs, and the demographic variables and quality, and there is no experience requirement. (2) the demands of the college students' resources include not only the financial, physical and psychological, but the institution.（3）the characteristics of college students not only include personality. Thirdly, the thesis try to group the dimensions of person-organization fit, value, but also motivation and preference. And construct the model of selection process of campus recruitment based on person-organization fit which includes the horizontal axis of collecting information, identifying information, evaluating, making decision, the vertical line of the three dimensions of person-organization fit. Finally, the thesis puts forward the selection tactics and implementing guarantees. This thesis mainly focus on the selection process of campus recruitment from the perspective of information economics, organizational behavior and human resource management to do some contribution for theory, constructs the model of selection process and then suggests concrete strategies and the implementation guarantees in order to provide certain reference for the organization.
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