网络招聘和传统招聘比较研究.pdfVIP

封面 网络招聘和传统招聘比较研究—— 以 M 企业为例 摘要 随着市场经济的不断深入，企业要在人才、技术、资源以及战略等方面具备可靠性和先进 性，才能在激烈的竞争大局中生存与进展。人才的招聘是企业人力资源的输入环节，而人才质 量的高低对企业能否长期生存并持续进展起着决定性作用。在企业的战略规划前提下，招聘 渠道的选择决定了“人组织匹配”的有效性程度，合理的选择招聘渠道构建适合本企业的招聘 模式，对企业有着重要的意 。本文以 M 企业作为研究对象，遵循”比较研究”方法的规律路 线，以该公司近四年的招聘渠道应用情况与招聘数据作为比较研究的基础，发觉该企业招聘 需求产生的三大阶段，以及影响招聘渠道选择的因素。并且，将该公司的岗位进行了分类，说 明其岗位需求特点，对各岗位招聘渠道选择的现状进行了说明，在此基础上，对该公司传统招 聘和社会化网络招聘各渠道的应用情况进行了时间、成本、数量、质量四个方面的效果评估， 发觉各渠道优劣和其适用的范围。最终，在企业整体战略及进展要求的背景下，按照企业招聘 需求产生的阶段，对其招聘岗位与渠道应用效果进行综合分析，发觉招聘渠道选择的规律性， 从而提出构建新招聘模式—— 一线多点”招聘模式的方案，从而帮助 M 公司提高招聘有效 性，实现“人组织匹配”的人力资源治理目标。 关键词 ：传统招聘；社会化网络招聘；比较研究 Abstract With the deepening of the market economy, enterprises must have reliability and advancement in terms of talents, technology, resources and strategy, in order to survive and develop in the fierce competition. The recruitment of talents is the input link of enterprise human resources, and the quality of talents plays a decisive role in the long-term survival and sustainable development of enterprises. Under the premise of strategic planning of enterprises, the choice of recruitment channels determines the effectiveness of “personal organization matching”. Reasonable selection of recruitment channels to build a recruitment model suitable for the enterprise has important significance for enterprises. This paper takes M enterprise as the research object, follows the logical route of the comparative research method, and uses the recruitment channel application situation and recruitment data of the company for the past four years as the basis of comparative research, and finds the three stages of the recruitment demand of the enterprise, and Factors that influence the choice of recruitment channels. Moreover, the co