摘 要
2015 年，国家高度重视通信行业的带动作用，通信行业肩负着服务经济社会发展大局，加强信息基础设施建设，促进网速提升和网费下降的重要责任。
在产业竞争日趋激烈、通信技术发展日新月异的背景下，一汽通信公司作为中国第一汽车集团公司的全资子公司，担负着助力中国第一汽车集团公司信息化进程的重任，一汽通信公司需要招聘大批的人才来满足企业发展的需要。一汽通信公司在对内部人力资源进行梳理、分析、开发的前提下，为了不断提高人力资本的质量、效率和活力，改善员工队伍结构，有效配置各专业领域专业技术、管理岗位人员，因此在招聘工作中以专业技术人员校园招聘为主。
通过对一汽通信公司现行的专业技术人员校园招聘方案进行调查、研究，发现存在以下三个问题：第一，专业技术人员校园招聘信息发布渠道落后，招聘信息发布渠道并没有随着影响专业技术人员校园招聘效果的客观因素的变化而不断优化，不足以引起目标招聘群体的关注。第二，专业技术人员校园招聘评价指标仅着眼于招聘工作岗位的胜任条件进行设计，评价指标的设计缺乏理论依据，使得评价指标不全面。另外，评价指标不易理解、难以量化。导致评价结果受评委主观因素影响较大、不具备客观性。第三，面试环节虽然已采用无领导小组讨论、半结构化面试等高效度的选拨工具，但仅模仿选拔工具形式而未能把握选拔工具的本质，使得面试结果与实际工作绩效有差距、说服力不强等。一汽通信公司现行的专业技术人员校园招聘方案存在的问题不仅影响企业招聘适合的人才、增加企业人工成本，更阻碍企业战略目标的实现。
招聘的质量直接影响企业员工质量和企业战略目标的实现。高效的招聘方案既可以提高招聘的质量、优化企业人力资源配置，又可以降低企业的招聘成本、优质人才离职成本等。因此，本文针对一汽通信公司专业技术人员校园招聘方案进行优化，进而提高招聘方案的信度与效度。
本文通过对大量相关文献资料的研究、运用人力资源管理理论以及实例论证的方法，根据一汽通信公司人力资源管理的现状，对上述问题的成因进行分析，并从三个方面对一汽通信公司专业技术人员校园招聘方案进行优化，以满足一汽通信公司对专业技术人才的需求。首先，在移动互联时代下，自媒体是一汽通信公司专业技术人员校园招聘目标招聘群体的密集聚集地。因此公司在原有的招聘信息发布渠道的基础上，增加了自媒体发布渠道，其主要的目的是引起更多应聘者对公司校园招聘工作的关注。其次，基于人与组织匹配理论对专业技术人员校园招聘评价指标进行设计。另外，针对各评价指标明确指标构面、构面权重，以此为评委对应聘者的综合素质能力评价提供依据、标准，使评价结果具备客观性以及更好地反映出应聘者的综合素质能力等。最后，在实施招聘前，对评委进行专业性的面试培训。在二轮面试的评价过程中，根据评委在各领域的权威程度对负责测评的指标做以分工。在面试环节中安排一名主持人，负责测评过程控制，确保执行测评原则并按照统一标准进行评分等。
通过对一汽通信公司专业技术人员校园招聘方案优化后的招聘效果进行评估及反馈，可以看出优化后的招聘方案，在完成招聘计划的基础上，提高了招聘成本效益、录用人员质量以及录用人员与组织的匹配性，进而满足公司对专业技术人员的需求。
关键词：
专业技术人员，校园招聘，人才测评，自媒体
ABSTRACT
In 2015, the country put highly emphasis on the leading role of communicationindustry, Communication industry shoulder the important responsibility in overall ofthe service of economic and social development, to strengthen the construction ofinformation infrastructure, to promote the speed of network and bring down theInternet fee. With an increasingly competitive industry and the rapid development ofcommunication technology background, FAW Communication Company is a whollyowned subsidiary of China First Automobile Group Corporation, which has the taskto promote the main company. So FAW need to recruit talented person to satisfied thedemand of company's development. With the premise of the analysis of internalhuman resources in the FAW company, we put our efforts on the improving qualityand effective of human capital, as well as improve the structure of employees,manage employees, allocate professional personnel in specific area. So we need tofocus on the recruitment of professional personnel in the campus.
Through investigating about the FAW recruitment program, we find someproblems as followed: First, the way of recruitment information of professionalpersonnel is lag behind. The information release channel doesn't optimized with thechange of objective factors about campus recruitment. This can't give rise to thetargeted recruitment's attention. Second, the evaluation index only focuses on thecompetent conditions of the jobs, which makes the index defected. In addition, theevaluation index is complicated and hard to understand during the interview. As aresult, the evaluation results will influenced by the juries' subjective factors and it'lllack of objectivity. Third, the interview process has already used leadless groupdiscussion and semi-structured method. This kind of high effective way doesn't graspthe essence of the method. This kind of election method doesn't relate each other inorder to make the interview results not convincing. The problem of presentrecruitment will influence the recruitment of talented person, and it will also increasethe company's artificial costs as well as it will impede the strategy to come true.
The quality of the recruitment will directly influence the quality of employeesand the realization of the company's strategy goals. An effective recruitment can notonly improve its quality, but also it can optimize the human resources as well asreduce the cost. So, the paper focuses on the optimization of the campus recruitmentin order that it'll improve the the plan's reliability and validity.
The thesis has many research on the relevant data and use human resourcestheory as well as the method of examples of proof, according to the current situation,we need to analysis the causes. We can optimize the recruitment plan from threeaspects in order to satisfied the demanding talented professional personnel. First,under the premise of Internet and WeMedia pursue personality, WeMedia is a denselygathering for FAW communication recruitment. Therefore, in addition to thecompany's release the recruitment information on the website, campus billboard andmeeting, the company also increase the release channel in order to realize theoptimization of its recruitment. The main purpose is to arise the employee's attentionabout campus recruitment. Then, we need to research on the matching theory betweenperson and company as well as the design of the evaluation index about professionalpersonnel. In addition, we need to indicate the index of facet, and its weigh. In orderthat the juries can provide foundation and standard for the evaluation of the interview,which can also make the evaluation results objective and can better reflect the overallcompetence of the employee. Finally, before the interview, we need to do the trainingfor juries before the interview and tell them the process, standard, grading of theinterview. As for the second interview, the juries should be divided according to theircontribution in the all areas. This can guarantee the deeper competence of theemployees. We can arrange a host during the interview, whose task is to control theprocess and make sure the evaluation standard as well as provide support for all theinterviewees.
We can make evaluation and feedback according to four aspects, that is-the costof employment, the evaluation of the employee, overall evaluation and theoptimization of the recruitment. We can come to the conclusion that after optimizingthe recruitment plan, we improve the job cost effective, the quality of employee andthe matching between person and organization. This can satisfied the demand forprofessional people.
Key words:
Professional personnel, campus recruitment, talent evaluation, We Media
目 录
第 1 章 绪 论
1.1 研究背景与意义
1.2 研究方法与内容
1.3 文献综述与理论研究
第 2 章 一汽通信公司专业技术人员校园招聘方案现状及问题分析
2.1 一汽通信公司概况及专业技术人员招聘现状
2.2 专业技术人员校园招聘信息发布渠道的问题分析
2.3 专业技术人员校园招聘评价指标的问题分析
2.4 专业技术人员校园招聘面试流程的问题分析
第 3 章 一汽通信公司专业技术人员校园招聘方案的优化措施
3.1 专业技术人员校园招聘信息发布渠道的优化
3.2 专业技术人员校园招聘评价指标的优化
3.3 专业技术人员校园招聘面试流程的优化
3.4 专业技术人员校园招聘方案优化后的效果评估及反馈
第 4 章 一汽通信公司专业技术人员校园招聘方案优化的实施与保障
4.1 专业技术人员校园招聘方案优化的实施
4.2 专业技术人员校园招聘方案优化的组织保障
4.3 专业技术人员校园招聘方案优化的制度保障
4.4 专业技术人员校园招聘方案优化的人员保障
结 论
参考文献
致 谢
