一汽通信企業(yè)技術(shù)人員校園招聘方案探究,人力資源管理論文本篇論文目錄導(dǎo)航：【題目】一汽通信企業(yè)技術(shù)人員校園招聘方案探究【第一章】【2.1】【2.2-2.4】【第三章】【第四章】【結(jié)論/以下為參考文獻(xiàn)】摘要2021年，國家高度重視通信行業(yè)的帶動(dòng)作用，通信行業(yè)肩負(fù)著服務(wù)經(jīng)濟(jì)社會(huì)發(fā)展大局，加強(qiáng)信息基礎(chǔ)設(shè)施建設(shè)，促進(jìn)網(wǎng)速提升和網(wǎng)費(fèi)下降的重要責(zé)任。在產(chǎn)業(yè)競(jìng)爭(zhēng)日趨劇烈、通信技術(shù)發(fā)展日新月異的背景下，一汽通信公司作為中國第一汽車集團(tuán)公司的全資子公司，擔(dān)負(fù)著助力中國第一汽車集團(tuán)公司信息化進(jìn)程的重任，一汽通信公司需要招聘大批的人才來知足企業(yè)發(fā)展的需要。一汽通信公司在對(duì)內(nèi)部人力資源進(jìn)行梳理、分析、開發(fā)的前提下，為了不斷提高人力資本的質(zhì)量、效率和活力，改善員工隊(duì)伍構(gòu)造，有效配置各專業(yè)領(lǐng)域?qū)I(yè)技術(shù)、管理崗位人員，因而在招聘工作中以專業(yè)技術(shù)人員校園招聘為主。通過對(duì)一汽通信公司現(xiàn)行的專業(yè)技術(shù)人員校園招聘方案進(jìn)行調(diào)查、研究，發(fā)現(xiàn)存在下面三個(gè)問題：第一，專業(yè)技術(shù)人員校園招聘信息發(fā)布渠道落后，招聘信息發(fā)布渠道并沒有隨著影響專業(yè)技術(shù)人員校園招聘效果的客觀因素的變化而不斷優(yōu)化，缺乏以引起目的招聘群體的關(guān)注。第二，專業(yè)技術(shù)人員校園招聘評(píng)價(jià)指標(biāo)僅著眼于招聘工作崗位的勝任條件進(jìn)行設(shè)計(jì)，評(píng)價(jià)指標(biāo)的設(shè)計(jì)缺乏理論根據(jù)，使得評(píng)價(jià)指標(biāo)不全面。另外，評(píng)價(jià)指標(biāo)不易理解、難以量化。導(dǎo)致評(píng)價(jià)結(jié)果受評(píng)委主觀因素影響較大、不具備客觀性。第三，面試環(huán)節(jié)固然已采用無領(lǐng)導(dǎo)小組討論、半構(gòu)造化面試等高效度的選撥工具，但僅模擬選拔工具形式而沒有能把握選拔工具的本質(zhì)，使得面試結(jié)果與實(shí)際工作績效有差距、講服力不強(qiáng)等。一汽通信公司現(xiàn)行的專業(yè)技術(shù)人員校園招聘方案存在的問題不僅影響企業(yè)招聘合適的人才、增加企業(yè)人工成本，更阻礙企業(yè)戰(zhàn)略目的的實(shí)現(xiàn)。招聘的質(zhì)量直接影響企業(yè)員工質(zhì)量和企業(yè)戰(zhàn)略目的的實(shí)現(xiàn)。高效的招聘方案既能夠提高招聘的質(zhì)量、優(yōu)化企業(yè)人力資源配置，又能夠降低企業(yè)的招聘成本、優(yōu)質(zhì)人才離開職位成本等。因而，本文針對(duì)一汽通信公司專業(yè)技術(shù)人員校園招聘方案進(jìn)行優(yōu)化，進(jìn)而提高招聘方案的信度與效度。本文通過對(duì)大量相關(guān)文獻(xiàn)資料的研究、運(yùn)用人力資源管理理論以及實(shí)例論證的方式方法，根據(jù)一汽通信公司人力資源管理的現(xiàn)在狀況，對(duì)上述問題的成因進(jìn)行分析，并從三個(gè)方面對(duì)一汽通信公司專業(yè)技術(shù)人員校園招聘方案進(jìn)行優(yōu)化，以知足一汽通信公司對(duì)專業(yè)技術(shù)人才的需求。首先，在移動(dòng)互聯(lián)時(shí)代下，自媒體是一汽通信公司專業(yè)技術(shù)人員校園招聘目的招聘群體的密集聚集地。因而公司在原有的招聘信息發(fā)布渠道的基礎(chǔ)上，增加了自媒體發(fā)布渠道，其主要的目的是引起更多應(yīng)聘者對(duì)公司校園招聘工作的關(guān)注。其次，基于人與組織匹配理論對(duì)專業(yè)技術(shù)人員校園招聘評(píng)價(jià)指標(biāo)進(jìn)行設(shè)計(jì)。另外，針對(duì)各評(píng)價(jià)指標(biāo)明確指標(biāo)構(gòu)面、構(gòu)面權(quán)重，以此為評(píng)委對(duì)應(yīng)聘者的綜合素質(zhì)能力評(píng)價(jià)提供根據(jù)、標(biāo)準(zhǔn)，使評(píng)價(jià)結(jié)果具備客觀性以及更好地反映出應(yīng)聘者的綜合素質(zhì)能力等。最后，在施行招聘前，對(duì)評(píng)委進(jìn)行專業(yè)性的面試培訓(xùn)。在二輪面試的評(píng)價(jià)經(jīng)過中，根據(jù)評(píng)委在各領(lǐng)域的權(quán)威程度對(duì)負(fù)責(zé)測(cè)評(píng)的指標(biāo)做以分工。在面試環(huán)節(jié)中布置一名主持人，負(fù)責(zé)測(cè)評(píng)經(jīng)過控制，確保執(zhí)行測(cè)評(píng)原則并根據(jù)統(tǒng)一標(biāo)準(zhǔn)進(jìn)行評(píng)分等。通過對(duì)一汽通信公司專業(yè)技術(shù)人員校園招聘方案優(yōu)化后的招聘效果進(jìn)行評(píng)估及反應(yīng)，能夠看出優(yōu)化后的招聘方案，在完成招聘計(jì)劃的基礎(chǔ)上，提高了招聘成本效益、錄用人員質(zhì)量以及錄用人員與組織的匹配性，進(jìn)而知足公司對(duì)專業(yè)技術(shù)人員的需求。本文關(guān)鍵詞語：專業(yè)技術(shù)人員，校園招聘，人才測(cè)評(píng)，自媒體ABSTRACTIn2021,thecountryputhighlyemphasisontheleadingroleofcommunicationindustry,Communicationindustryshouldertheimportantresponsibilityinoveralloftheserviceofeconomicandsocialdevelopment,tostrengthentheconstructionofinformationinfrastructure,topromotethespeedofnetworkandbringdowntheInternetfee.Withanincreasinglycompetitiveindustryandtherapiddevelopmentofcommunicationtechnologybackground,FAWCommunicationCompanyisawhollyownedsubsidiaryofChinaFirstAutomobileGroupCorporation,whichhasthetasktopromotethemaincompany.SoFAWneedtorecruittalentedpersontosatisfiedthedemandofcompanysdevelopment.WiththepremiseoftheanalysisofinternalhumanresourcesintheFAWcompany,weputoureffortsontheimprovingqualityandeffectiveofhumancapital,aswellasimprovethestructureofemployees,manageemployees,allocateprofessionalpersonnelinspecificarea.Soweneedtofocusontherecruitmentofprofessionalpersonnelinthecampus.ThroughinvestigatingabouttheFAWrecruitmentprogram,wefindsomeproblemsasfollowed:First,thewayofrecruitmentinformationofprofessionalpersonnelislagbehind.Theinformationreleasechanneldoesntoptimizedwiththechangeofobjectivefactorsaboutcampusrecruitment.Thiscantgiverisetothetargetedrecruitmentsattention.Second,theevaluationindexonlyfocusesonthecompetentconditionsofthejobs,whichmakestheindexdefected.Inaddition,theevaluationindexiscomplicatedandhardtounderstandduringtheinterview.Asaresult,theevaluationresultswillinfluencedbythejuriessubjectivefactorsanditlllackofobjectivity.Third,theinterviewprocesshasalreadyusedleadlessgroupdiscussionandsemi-structuredmethod.Thiskindofhigheffectivewaydoesntgrasptheessenceofthemethod.Thiskindofelectionmethoddoesntrelateeachotherinordertomaketheinterviewresultsnotconvincing.Theproblemofpresentrecruitmentwillinfluencetherecruitmentoftalentedperson,anditwillalsoincreasethecompanysartificialcostsaswellasitwillimpedethestrategytocometrue.Thequalityoftherecruitmentwilldirectlyinfluencethequalityofemployeesandtherealizationofthecompanysstrategygoals.Aneffectiverecruitmentcannotonlyimproveitsquality,butalsoitcanoptimizethehumanresourcesaswellasreducethecost.So,thepaperfocusesontheoptimizationofthecampusrecruitmentinorderthatitllimprovethetheplansreliabilityandvalidity.Thethesishasmanyresearchontherelevantdataandusehumanresourcestheoryaswellasthemethodofexamplesofproof,accordingtothecurrentsituation,weneedtoanalysisthecauses.Wecanoptimizetherecruitmentplanfromthreeaspectsinordertosatisfiedthedemandingtalentedprofessionalpersonnel.First,underthepremiseofInternetandWeMediapursuepersonality,WeMediaisadenselygatheringforFAWcommunicationrecruitment.Therefore,inadditiontothecompanysreleasetherecruitmentinformationonthewebsite,campusbillboardandmeeting,thecompanyalsoincreasethereleasechannelinordertorealizetheoptimizationofitsrecruitment.Themainpurposeistoarisetheemployeesattentionaboutcampusrecruitment.Then,weneedtoresearchonthematchingtheorybetweenpersonandcompanyaswellasthedesignoftheevaluationindexaboutprofessionalpersonnel.Inaddition,weneedtoindicatetheindexoffacet,anditsweigh.Inorderthatthejuriescanprovidefoundationandstandardfortheevaluationoftheinterview,whichcanalsomaketheevaluationresultsobjectiveandcanbetterreflecttheoverallcompetenceoftheemployee.Finally,beforetheinterview,weneedtodothetrainingforjuriesbeforetheinterviewandtellthemtheprocess,standard,gradingoftheinterview.Asforthesecondinterview,thejuriesshouldbedividedaccordingtotheircontributionintheallareas.Thiscanguaranteethedeepercompetenceoftheemployees.Wecanarrangeahostduringtheinterview,whosetaskistocontroltheprocessandmakesuretheevaluationstandardaswellasprovidesupportforalltheinterviewees.Wecanmakeevaluationandfeedbackaccordingtofouraspects,thatis-thecostofemployment,theevaluationoftheemployee,overallevaluationandtheoptimizationoftherecruitment.Wecancometotheconclusionthatafteroptimizingtherecruitmentplan,weimprovethejobcosteffective,thequalityofemployeean