公司技术岗位员工招聘问题及对策-以中兴为例.docVIP

摘 要 在市场经济当中企业的竞争度越来越激烈，而在竞争的背后更为考验的是企业人才的质量，企业能否招到高质量的人才在一定程度上直接影响到了企业的竞争力，因此对于人才的招聘则是企业发展过程当中最为重要的因素，更是企业人力资源管理当中的重要组成部分，是企业长远发展的人力资源保障。当前，随着“90后”步入社会，已经成为了当前职场当中的主力军。对于企业而言，如何结合企业的现状以及“90后”的身心特点设定针对性的招聘计划，考验着企业的招聘能力。本文以中兴公司作为研究对象，基于实地调查和文献研究对其技术岗位人才招聘的现状进行深度剖析。通过分析研究得出中心公司在技术岗位员工招聘过程当中存在选人理念创新不足、人才需求预测经验化、招聘缺乏专业性、录用决策时间偏长等问题。为此，在未来发展过程当中，中兴公司针对技术岗位员工的招聘应当基于以人为本的理念科学合理选材、精准的进行人才招聘预测、结合90后身心特点优化招聘计划、对人才进行客观全面的评估、最大程度上的缩减录用时间，以为企业选出优秀的人才，为企业的发展输送高素质的人才资源。 关键词：技术人才 员工招聘 招聘系统 优化 Abstract In market economy competition degree is more and more fierce, and on the back of the competition is more test is the quality of the enterprise talent, companies can recruit high quality people to a certain extent, affected the competitiveness of the enterprise directly, so for talent recruitment is the process of enterprise development is the most important factor, but also an important part of enterprise human resources management, is the enterprise long-term development of human resources guarantee. At present, with the post-90s into the society, has become the main force in the current workplace. For enterprises, how to combine the status quo of enterprises and the physical and mental characteristics of the post-90s to set targeted recruitment plan, the test of the ability of enterprises to recruit. Taking zte as the research object, this paper makes an in-depth analysis of the current situation of recruitment of technical personnel based on field investigation and literature research. Through analysis and research, it is concluded that the company has some problems in the recruitment process, such as the lack of innovation of recruitment concept, the experience of talent demand prediction, the lack of professionalism in recruitment, and the long time of recruitment decision. Therefore, in the future development of zte company for technical post staff recruitment should be based on the concept of people-oriented scientific and reasonable material selection, precise forecast recr