MBA教育中心知识库

随着社会的发展以及市场结构的多元化，人才之间的竞争也愈发激烈。在企业人才的获取当中，招聘是十分重要的途径，也是提升企业核心竞争力的关键。但是从目前的实践看，企业人才的招聘当中，仍然存在岗位匹配度不足、人岗统一性不足、人员素质较差等突出问题，在这一情况下，通过合理的方式，对员工招聘的有效性进行系统的分析和阐述，对于提升招聘的效率和质量至关重要。银行是我国重要的金融部门，银行员工的招聘关系到金融秩序的稳定性，因此，需要采取合理的方式，不断提升和优化，但是从目前银行招聘实践看，总体人才率低仍然成为制约其人力资源发展的关键因素。

基于此，本文通过文献研究法、理论结合实际法、问卷调查法、定量分析与定性结合法，基于L银行的案例，系统地分析其招聘有效性情况，并且提出合理的意见和建议。首先阐述了研究的基础框架，包括：研究背景、意义、方法、内容以及文献综述等等；随后，对招聘、招聘有效性、有效性评价等概念和人岗匹配理论、职业锚理论、素质模型理论等理论基础进行概述。接着，论证了L银行人力资源现状以及招聘的情况，包括招聘渠道、招聘方法、招聘模式、招聘形式等等。对其有效性进行评价，设计变量指标，进行信度和效度检验，找到其存在的缺乏多元化的招聘模式、缺乏完善的招聘形式、招聘渠道缺乏系统性、招聘方法较为单一等方面的问题，从管理人员招聘工作认知不足、人力资源管理制度不规范、招聘渠道衔接机制匮乏、缺乏招聘计划与需求体系等方面分析其主要原因，最后，阐述了具体的招聘优化策略，包括：结合实践构筑多元化的招聘模式和方法；优化基于智能化招聘流程；拓展招聘渠道；规范招聘形式等。

本文的研究，一方面可以为L银行人员招聘能力的提升提供合理的意见和建议；另一方面，可以为其他地区的银行员工招聘效率提升提供有效借鉴。

With the development of society and the diversification of market structure, the competition between talents is becoming more and more fierce. In the acquisition of enterprise talents, recruitment is a very important way, but also the key to enhance the core competitiveness of enterprises. But look from the current practice, enterprise talent recruitment, there is still a job matching degree, lack of unity, such as poor personnel quality, in this case, through a reasonable way, the effectiveness of employee recruitment system analysis and elaboration, is crucial to improve the efficiency and quality of recruitment. Banks are an important financial sector in China, and the recruitment of bank employees is related to the stability of the financial order. Therefore, it is necessary to adopt reasonable ways to continuously improve and optimize. However, from the current recruitment practice of banks, the low overall talent rate is still a key factor restricting the development of human resources.

Based on this, this paper systematically analyzes the effectiveness of recruitment through questionnaire survey, case analysis, data analysis, literature and data method of Lanzhou, combined with the case of L Bank, and puts forward reasonable opinions and suggestions. Firstly, the basic framework of the research is described, including the research background, significance, method, content and literature review. Subsequently, the concepts of recruitment, recruitment effectiveness evaluation, effectiveness evaluation and the theoretical basis of human-post matching theory, career anchor theory and quality model theory are summarized. Then, the current situation of human resources and recruitment of L Bank, including recruitment channels, recruitment methods, recruitment modes, recruitment forms and so on. To evaluate its effectiveness, Design variable indicators, Conduct the reliability and validity tests, Find the existing lack of diversity of recruitment mode, lack of perfect recruitment forms, lack of systematic recruitment channels, recruitment methods and other problems, Analyzing the main reasons from the aspects of lack of cognition of management recruitment, non-standard human resource management system, lack of recruitment channel connection mechanism, lack of recruitment plan and demand system, last, Explain the specific recruitment optimization strategies, Including: combining practice to build a diversified recruitment mode and methods; Optimize the intelligent recruitment process; Expand recruitment channels; Standardize the recruitment forms, etc.

On the one hand, the research in this paper can provide reasonable opinions and suggestions for the improvement of staff recruitment ability of L Bank; on the other hand, it can provide effective reference for the improvement of bank staff recruitment efficiency in other regions.