中小企业员工招聘面试面试中存在的问题及对策研究 (1).docxVIP

北京理工大学远程教育学院 毕业设计（论文） 题 目：中小企业员工招聘面试中存在的问题及对策研究 专 业： ____________________________ 教学站 ： ____________________________ 学生姓名 ： __________________________ 指导教师 ： __________________________ 日 期 ： __________________________ 北京理工大学现代远程（继续）教育学院毕业设计(论文) 摘 要 中小企业是我国数量最大、最具创新活力的企业群体，在创造GDP、增加出口、促进就业以及推动技术进步方面具有不可替代的作用。但在中小企业发展壮大的过程中，由于其自身经营规模和资金条件的限制，在人才引进方面遇到了很多困难。当今企业竞争的实质是人才的竞争，中小企业要想获得生存与持续发展，就必须改变当前招聘工作开展艰难的问题。本文依据中小企业自身特征和招聘工作的特点，采取个案研究的方法，对A公司目前人力资源现状做了分析，并在此基础上发现了其在招聘工作中存在的招聘缺乏规划性、渠道选择不合理、面试人员专业性不足及选择录用过于理想化四个问题，进而对这些问题提出了相应的改善措施。建议从加强人力资源规划、选择有效的招聘渠道、提升面试人员专业素质以及按需选择匹配人才四个方面来改善当前招聘现状，并希望以此为其他中小企业提供相应的借鉴。 关键词：中小企业；招聘面试；对策  ABSTRACT Small and medium-sized enterprises (SMEs) are the largest and most innovative group of enterprises in China, which plays an irreplaceable role in creating GDPs, increasing exports, promoting employment and promoting technological progress. However, in the process of small and medium-sized enterprises development and expansion, due to the constraints of their own scale of operation and capital conditions, there are many difficulties in the introduction of talents. Nowadays, the essence of enterprise competition is the competition of talents. If small and medium-sized enterprises want to obtain survival and sustainable development, they must change the current recruitment work and carry out difficult problems. According to the characteristics of small and medium-sized enterprises and the characteristics of recruitment work, this paper adopts the method of case study to analyze the current human resources of Company A. On the basis of the analysis of the present situation, four problems are found, such as the lack of planning, the unreasonable selection of channels, the lack of professionalism of the interviewers and the over-idealization of the selection and employment of the interviewers. And then put forward the corresponding improvement measures to these problems. It is suggested that the present r