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论文编号：	4700
作者编号：	2120102616
上传时间：	2012/12/10 23:03:34
中文题目：	TC公司员工招聘模式改进研究
英文题目：	TC Company Staff Recruitment Model Improvement Research
指导老师：	李新建
中文关键字：	员工招聘 招聘模式 人力资源共享中心
英文关键字：	Recruitment, Recruiting Model, Human Resource Share Service Center
中文摘要：	当今经济和社会全球化的理念开始深入人心，并从不同角度深刻影响着现代企业的经营和发展。伴随着这种全球化趋势，企业经营中人力资源层面也不可避免的衍生出一系列变革，其中人才招聘在形式和内涵上不断演绎着自身的进化。与此同时，仍有大部分企业一直在沿用着传统的员工招聘模式，被动地根据人才市场的变化调整企业的人才招聘策略，从而造成对人才市场预期不足，招聘模式不能充分适应企业在具体时间具体地域的发展需求，进而阻碍了企业组织结构的发展和经营战略的实施。 随着企业集团化模式的发展，下属企业增多，组织结构日益复杂，使得人力资源管理跨度增大。为了实现有效的人力资源管理，一般在总部设立集团层面人力资源管理机构的同时，在二级机构、三级业务单元中也设立了相应的人力资源管理机构。这种传统的金字塔式管理架构，试图实现集团从上到下对下属企业人力资源管理的意图，但在实际操作中由于管理跨度大，机构庞杂臃肿，导致人力资源运营效率反而非常低下，体现在招聘流程中就是具体政策得不到有效落实，反馈信息不及时甚至缺失，并且普遍存在着各下属企业只根据自身的需要制定招聘计划，这种局部的短期的人力资源策略使得集团对于企业所处的宏观人才市场缺乏预期和评估，在实际的管理中无所依据，漫无目的。人力资源管理人员编制增加，但因为机构分散和重设，无法形成合力，人力资源管理仍然停留在低水平上运行，无法实现战略性的人力资源管理。如何提高人力资源管理的运营效率，摆脱低层次的行政类事务，将人力资源管理的重心转移到企业人员素质提升、组织结构优化、企业战略绩效落实和人力资源能力建设上来呢？人力资源共享服务中心的构建为这一转变提供了新的途径。 论文通过对企业传统招聘模式进行理论分析，指出其局限性将以人力资源共享服务中心的概念作为理论基础探讨建立更为高效的创新招聘模式。分析中以TC企业作为案例对象，采用科学实验的方法，探索到招聘困境对于企业发展的严重影响，以及对实现企业人力资源战略的制约。论文就TC企业集团化运营模式在招聘工作的实际操作中所遇到的困难，提出建立人力资源共享服务中心行使企业的招聘职能的解决方案，简化企业人力资源组织结构、提高效率、缩短业务周期。当前学术界对人力资源共享服务的理论已经有许多系统化的研究，而把其至于实践中应用并就结果进行分析的相关研究较少，并且论文中所提及的解决方案具有一定的研究意义和实践意义。 本论文包括五部分，第一部分导论。包括论文研究背景意义、论文结构和研究目的。第二部分研究的理论基础。第三部分案例综合论述和分析。在案例中，论文从宏观方面介绍企业的整体概况和人力资源招聘中所遇到的实际问题，从微观方面挖掘问题的成因。第四部分解决方案，从企业战略规划层面和流程实施层面提供具体的解决思路。第五部分为论文研究结果的总结和建议。
英文摘要：	Economic globalization increasingly goes deep into our modern society, it has influence on enterprises in many different fields, especially recruitment continuously evaluate in form and content.. However, enterprises always used traditional recruiting pattern, and changed as the variation of human resource market. Recruitment difficulties arise from prediction and in adaptation of human resource market, and become an obstacle to stun the development of enterprises. Human resource management is going to be much more complicated because of Collectivize Management which results in increasing number of subsidiaries. For achieving efficient human resource management, the enterprise setups HR department in headquarters and the second or third level organizations. The pyramid architecture which is traditional attempts to achieve the goal that headquarter supervises subsidiaries. But this pattern has large span of management, it makes organization more complicated to bring about lower efficiency. It leads to miss feedback that the recruiting detail process cannot be carried out. Every subsidiary will devise recruitment planning according to business demand without market forecast. Seemingly, there are many staffs. But they cannot cooperate together actually for decentralization and repetition of organization. HR management which still remains lower level is unable to realize strategy HR management. How to make HR more efficient, get rid of administrative affairs. How to let HR management pay more attention to Improves staffs quality, performance analysis and control and HR capacity building? Now we have one of answers is building a Human resource service center. The paper uses human resource shared service as theoretical foundation to set up a more efficient recruiting pattern by theoretical analysis of traditional recruitment and pointing out the disadvantages. In this paper, we consider that recruitment difficulties are obstacles to realize the human resource strategy and stun the enterprises development by analysis the case of TC enterprise. It comes up with the policy that the enterprise established a human resource shared service to take charge of recruiting. The policy will help the TC enterprise to simplify HR construction, increase efficiency, and reduce the circle time. Until now, academic circles have a lot of systematic research. Nevertheless, we do not have enough research about practice result. The policy which the paper raises has research significance and practical significance. The paper includes five chapters, may be synthesized in logical order: First part is introduction, including paper’s study background, construction of the paper and study purpose; Second part is research theoretical foundation; The third part is relation and analysis of the case. In this case, the paper presents the situation of the enterprise and problems from macro view, seeks reason from micro view. The forth part is solution to problems, which is in accordance with strategy and process. The fifth part is conclusion and prospects.
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