我国企业员工招聘存在的问题及对策分析.pdf

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关键词：·····················································································1

一、导论·····················································································2

（一）研究的背景和意义···························································2

（二）招聘的基本概念······························································2

二、招聘的作用············································································2

（一）招聘的目的····································································2

（二）招聘的重要性·································································3

三、我国企业招聘工作存在的缺陷及问题的分析··································4

（一）招聘缺乏目标性、系统性、程序性······································4

（二）招聘标准不合理，手段不科学············································4

（三）招聘人员及招聘队伍的非专业化·········································4

（四）招聘面试安排不合理，效率低，质量差································5

四、我国企业提高员工招聘水平的对策··············································5

（一）规范招聘流程，建立规范而科学的招聘系统··························5

（二）招聘标准明确而合理，招聘渠道多种多样·····························6

（三）选择合适的招聘队伍，强调招聘工作的自身修养····················6

（四）合理安排面试，防止偏见··················································7

（五）建立完善的招聘评估体系，促进招聘工作的有效性··············8

结束语························································································9

参考文献···················································································10
摘要：人力资源是企业的第一资源，是人力资源管理的重要职能之一。改革开放
至今，我国企业运行和管理的外部环境发生剧烈变化，从渐进式改革和外部环境缓慢变
化，到加入世界贸易组织，中国经济进一步向世界敞开大门。这导致中国市场竞争加剧，
原有的市场份额面临重新分前配，来自外国的竞争使几乎每一个产业或每一个企业都受
到不同程度的冲击。中国文对企业的生存环境复杂化，企业管理的难度也将前所未有的
增加。目前中国企业人力资源管理水平低下，人才频繁跳槽，往往导致企业发生管理危
机。为了更好的面对机遇和挑战，本文立足于现代企业管理，以及现代企业管理对企业
生存和发展的重要性进行深入研究。以帮助我国企业加快管理现代化时间的步伐。本企
业员工的招聘提出了相应的对策，以招募到合适的人才来满足企业的需要。

关键词：人力资源；招聘；管理

一、导论

（一）研究的背景和意义

人力资源的招聘一直是企业生存的重要环节。当组织规模扩大或面临组织变革时，
组织内部都会出现职位空缺，招募选聘、配置、任用，合适的人员是维持组织运行的必
要手段。招聘是企业流入人才的途径，成功的招聘是企业成功的开始，随着职场竞争的
日趋