摘要
随着我国经济的快速发展,加之我国经济结构和产业结构的升级与转变,猎头行业在我国开始蓬勃发展,整个行业也呈现出向资源丰厚、专业化较强的方向发展的趋势。在当下的国内外大背景下,通过加大对猎头顾问的培训和专业训练,打造猎头公司的核心竞争力;通过不断完善员工的晋升体系和激励制度,减少核心猎头顾问的流失率,实现猎头公司的可持续发展,进而提升猎头公司在整个行业的声誉和社会形象。因此,对于猎头公司来说主要是通过猎头顾问专业技术技能以及综合素质和能力的提升,来提升猎头公司人才推荐成功率和服务质量。
本文主要围绕猎头公司推荐成功率,利用描述性统计分析和博弈理论,对猎头公司推荐成功率的影响因素和影响机制进行了深入分析,并在分析基础上提出了相关的建议对策。本文的主要工作包括以下三个方面:
1、利用南京TR猎头公司近4年的400个推荐人才样本,运用描述性统计分析,从推荐人才的自身属性、客户企业人才需求的岗位特征、企业属性特征、猎头公司的行为以及服务费等方面,对猎头公司推荐成功率的影响因素进行了深入分析。
2、运用博弈理论,从猎头公司与人才、客户企业双重角度,分别构建了猎头公司与人才、猎头公司与客户企业的推荐成功率博弈模型,通过博弈均衡分析,研究了人才成功应聘获取的额外收益、粉饰概率、粉饰成本以及应聘者未被企业录用所遭受的损失,猎头公司推荐人才成功的概率、猎头公司努力猎取人才获得额外的收益、猎头公司努力猎取人才付出的成本、猎头公司不努力猎取人才付出的成本以及人才存在粉饰行为而猎头公司不进行甄别时遭受到声誉损失,企业努力留才付出的成本、企业不努力留才付出的成本、企业努力留才带来的额外收益为、企业留错人才的概率以及企业留错人才遭受的潜在经济损失等因素对猎头公司推荐成功率的影响机制。
3、在前文描述性统计分析和博弈分析基础上,结合笔者自身工作实际,从猎头公司的专业技术与技能、服务、市场营销、自我激励机制、绩效考评等角度,提出了猎头公司提升人才推荐成功率的相关对策建议。
关键词:猎头;推荐成功率;南京TR猎头公司
Abstract
With the rapid development of economy in our country, combined with China's economicstructure and industrial structure upgrading and transformation, headhunting industry began toflourish in our country, the industry also presents the development towards the direction of theresources rich, professional strong trend. In the present context both at home and abroad,through to search consultant training and professional training, make headhunting company、core competitiveness; Through the continuous improvement of employees' promotion systemand incentive system, reduce the turnover rate of core search consultant, realize the sustainabledevelopment of executive search firm, raise headhunting company in the industry's reputationand social image. So for headhunting company mainly through search consultant specializedtechnical skills as well as their comprehensive qualities and skills, to enhance the headhuntingcompany recommend success rate and quality of service.
This article mainly centre on the success rate of headhunter recommendation, use thedescriptive statistical analysis and game theory, the headhunter recommendation success ratioinfluence factors and influence mechanism carried on the thorough analysis, and puts forwardrelevant Suggestions based on the analysis of the countermeasures. In this paper,the main workincludes the following three aspects:
Firstly, using the samples of Nanjing TR headhunting company nearly four years 400recommended, using descriptive statistical analysis, from the recommended talents1 ownproperties, and customer demand of job characteristics,enterprise property characteristics, thebehavior of the executive search firm, and service, etc., of the influence factors of the successrate of headhunter recommendation.
Secondly, using the game theory, from the perspective of headhunting company and talent,customer double, respectively, to build the headhunting company and talent, headhunters andcustomer success rate of the recommended game model,through the game equilibrium analysis,studies the talents success to apply for access to additional revenue, cost of probability,whitewash plaster and the applicant is not employed by enterprises suffered losses, theprobability of successful headhunting company recommended, the headhunting companyefforts to hunt for supplementary income, headhunting company efforts to hunt for talent costsdon't work hard, headhxinting company recruitment costs and personnel whitewash behaviorand headhunters are screened to reputation losses when not, efforts of retention costs,enterprises don't work hard retention costs, corporate effort brings the extra income forretention, enterprises with the probability of wrong talent and enterprise have wrong talentpotential economic losses and other factors on the impact mechanism of headhunterrecommendation success rate.
Thirdly, on the basis of above descriptive statistical analysis and game analysis, combinedwith the working practice, the author from the executive search firm of professional technologyand skills, service, marketing, self motivation mechanism, performance evaluation, such asAngle, puts forward the executive search firm improve success rate of talent recommendationrelated countermeasures and Suggestions.
Key words: Headhunting; Success rate of recommending; Nanjing TR headhunting company
目录
1绪论
1.1研究的背景和意义
1.2相关研究现状
1.2.1国外研究
1.2.2国内研究
1.3研究方法
1.4研究思路
1.5论文的框架体系
2相关理论基础
2.1猎头的相关定义
2.1.1猎头公司
2.1.2猎头顾问
2.1.3猎头顾问的特征
2.2人才招聘的相关概念
2.2.1人才招聘的概念
2.2.2人才招聘的作用
2.3博弈论及其应用
2.3.1博弈论的相关概念
2.3.2博弈的基本类型
2.3.3博弈理论在人力资源管理中的应用研究
2.4本章小结
3猎头公司推荐成功率的现状概述
3.1南京TR猎头公司的基本概况
3.1.1TR公司的基本情况
3.1.2TR公司的服务宗旨
3.2南京TR猎头公司的业务状况
3.2.1TR公司的业务资源与客户情况
3.2.2TR公司的猎头顾问团队情况
3.3南京TR猎头公司人才推荐的现状分析
3.3.1TR公司人才推荐的流程分析
3.3.2TR公司人才推荐过程中存在的问题
3.4南京TR猎头公司推荐成功率的影响因素分析
3.4.1推荐人才自身属性的影响分析
3.4.2岗位特征对推荐成功率的影响分析
3.4.3企业属性特征对推荐成功率的影响分析
3.4.4猎头公司的行为特征对推荐成功率的影响分析
3.4.5服务费对推荐成功率的影响分析
3.5本章小结
4猎头公司推荐成功率的博弈分析
4.1猎头公司与人才的博弈分析
4.1.1前提假设
4.1.2博弈模型构建
4.1.3博弈分析
4.2猎头公司与企业间的博弈分析
4.2.1前提假
4.2.2博弈模型构建
4.2.3博弈分析
4.3本章小结
5猎头公司提高推荐成功率的对策与建议
5.1与专业技能技术相关的建议
5.2与服务相关的建议
5.3与市场营销相关的建议
5.4与自我激励机制相关的建议
5.5与猎头顾问绩效考评有关的建议
5.6本章小结
6 总结
6.1全文总结
6.2进一步研究的展望
参考文献
致谢
