MBA教育中心知识库

摘  要

  人力资源是促进行业的高速发展关键，人才是市场竞争中的第一资源，决定着企业是否能在激烈的市场竞争下生存。因此，人力资源管理就显得尤为重要，它关系到企业的可持续发展和竞争优势。作为企业管理者应该清楚地认识到人力资源管理的重要性。如何吸引人才、稳定队伍、实现公司与人才共同发展已成为人力资源管理者的重要课题。人力资源作为公司的战略资源，招聘是获取的主要渠道。人才招聘应该以企业战略规划为出发点，结合企业和个人的发展在人才市场中寻找符合企业要求的人才，尽可能地做到有效招聘。民间的非公立教育文化类企业大多为中小企业，在人才吸引上与大型企业相比存在先天劣势，招聘难度也较大。本文以语壹公司为例，对该公司的人员招聘问题进行调查研究，发现问题、解决问题，希望能为语壹公司疫情后的发展提供帮助。

  本文主要围绕语壹公司的招聘有效性展开调查研究，参考国内外学者的研究成果，具体问题具体分析。文章紧贴语壹公司招聘实际，采用文献研究、案例分析、问卷调查等方法进行定性与定量的分析，对语壹公司招聘有效性问题进行研究。着重从招聘成本、效率和质量等三个方面构建语壹公司招聘有效性评价指标体系，并使用该指标体系对语壹公司招聘活动进行有效性评价。根据调查研究结果，总结陈述语壹公司招聘有效性存在的问题，并从招聘成本、效率、质量等三个角度提出对策和保障措施。

  结合定性与定量分析和语壹公司的实际状况，可以看出提升语壹公司招聘有效性存在一定的提升空间，该公司主要应该以合理分配招聘成本、缩短招聘周期、人岗匹配等为招聘有效性的提升目标，通过调控招聘成本、提升招聘效率、优化招聘质量结合相应的政策保障来提升公司的招聘有效性。

Abstract

    Human resource is the key to promote the rapid development of the industry. Talent is the first resource in the market competition, which determines whether an enterprise can survive in the fierce market competition. Therefore, human resource management is particularly important, which is related to the sustainable development and competitive advantage of enterprises. As an enterprise manager, he should clearly realize the importance of human resource management. How to attract talents, stabilize the team and realize the common development of the company and talents has become an important subject for human resource managers. Human resources as the company's strategic resources, recruitment is the main channel to obtain. Recruitment of talents should be based on the strategic planning of the enterprise, combined with the development of the enterprise and the individual in the talent market to find the talents that meet the requirements of the enterprise, as far as possible to achieve effective recruitment. Non-public educational and cultural enterprises are mostly small and medium-sized enterprises, which have inherent disadvantages in attracting talents compared with large enterprises, and it is also difficult to recruit talents. Taking Language One Company as an example, this paper investigates and studies the recruitment problems of the company, finds out and solves the problems, and hopes to provide help for the development of Language One Company after the epidemic.

    This paper mainly focuses on the recruitment effectiveness of Language One Company, referring to the research results of domestic and foreign scholars, and analyzing specific problems. This article is close to the recruitment practice of One Language Company, using literature research, case analysis, questionnaire survey and other methods to carry out qualitative and quantitative analysis, to study the recruitment effectiveness of One Language Company. Focusing on the construction of the recruitment effectiveness evaluation index system from three aspects of recruitment cost, efficiency and quality, and using the index system to evaluate the effectiveness of the recruitment activities of One Language Company. According to the results of the survey, the problems existing in the recruitment effectiveness of Language One Company are summarized and stated, and the countermeasures and safeguard measures are put forward from the perspectives of recruitment cost, efficiency and quality.

    Combining qualitative and quantitative analysis, and one of the company's actual situation, the author thinks that enhance language one company recruitment effectiveness has certain promotion space, which should be reasonable allocation to recruit cost, shorten the recruitment period, people post matching to improve the effectiveness of the recruitment targets, such as by regulating the recruitment costs, improve recruitment efficiency and optimize recruiting quality combined with the corresponding policy guarantee to improve the company's recruitment effectiveness.