教育学论文 金融学论文 国际商务管理论文 市场营销论文 会计学论文 社会学论文 旅游管理论文 计算机论文人力资源管理论文 广告媒体学 物流学论文 Engineering Thesis sociology Thesis MBA论文 linguistic Thesis Journalism and Mass Communicat Law Thesis Economics Thesis
返回首页

留学生人力资源管理毕业论文:中国中小企业招聘研究

时间:2015-06-15 14:10来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien

这篇人力资源管理毕业论文简要叙述中国中小企业招聘工作的各个方面,洞察了更高级别管理职位的招聘方法。对人力资源管理的其他方面,如奖励和认可也进行了简要的分析,因为他们与招聘过程紧密相关。研究对招聘的各种方法进行了分析,讨论了使用互联网进行招聘是一个极为有效的招聘方面。此外,还比较了中国中小企业的招聘实践。在这篇文章中,对领导和管理在招聘中的重要作用进行了讨论和分析。
 

Abstract
 

The study looks into the various aspects of recruitment employed within the Chinese SME sector. It examines the recruitment methods for the higher level management positions. Other aspects of HR such as reward and recognition are also examined as they are closely aligned to the recruitment process. The research looks into the various methods of recruitment and discusses the use of internet as an effective recruitment medium. It also compares the recruitment practices in Chinese SMEs to those of western countries and the US. Leadership and management involvement in the recruitment process is also discussed and analyzed. The integration of recruitment within the HR framework is also assessed and explored. The methodology used for the purpose of this study relies on Secondary data collected from books, journals, magazines, TV interviews, News channels, Internet and online journals. Cases Studies of Chinese SMEs are studied and analyzed before coming to a particular conclusion. Some cases from German and UB based small and medium sector firms is also studied to compare the difference in recruitment practices.
 

Introduction
 

It is a widely held view that an organization's human resources are its most important assets and, among the resources available, may offer the only non-imitative competitive edge (Pfeffer, 1994; Huselid, 1995). Thus, an organization's ability to attract and retain capable employees may be the single most important determinant of organizational effectiveness. As the point of entry for employees, the recruitment function plays a critical role in enhancing organizational survival and success in the extremely competitive and turbulent business. Most companies in China describe the availability of highly qualified staff in the region as insufficient.
 

Essentially, the recruitment process begins with the identification of a vacancy, after which the recruiter receives authorization to fill it. The job is then carefully analyzed and the knowledge, skills, ability, and experience required to effectively perform the job are identified (Pilbeam & Corbridge, 2002). This implies using existing job analysis data or doing a job analysis. The recruiter may also consider the job environment, as well as the organization's culture and strategy, to determine individual characteristics necessary for a job fit. The recruitmenteffort is then planned and coordinated. Internally, one of the most common methods, especially in Chinese organizations, involves posting vacancies within the organization and encouraging bids from current employees. Externally, the organization depends on employee referrals, newspaper and other print media ads, employment agencies, search firms, college recruiting, and job fairs.(责任编辑:BUG)



------分隔符-------------------------------------
UK Thesis Base Contacts
推荐内容