I下载后可任意编辑L 企业招聘的现状、问题和对策上海大学 东方贱人摘要人力资源管理传入中国大概只有二三十年的时间。在国内兴起时间虽不长，其进展却已经日趋成熟，在各企业的地位也不可小觑。企业之间的战争无非就是产品和市场的比拼，但是拥有优秀的人才企业才能够稳定的进展。企业只有找到其需要的人才才能实现企业的利益最大化。在人力资源六大模块中，招聘作为其首要模块，假如招聘环节不成功，那就表明整个人力资源管理流程都是失败的。招聘是人才的输入口，招聘工作的成功与否关系着企业人才的质量，同时也左右着企业以后的成长。文章以 L 企业为例，通过资料收集法对企业近三年的人力资源数据进行分析，总结 L 企业的招聘现状。根据现状运用问卷调查方法分析，发现 L 企业主要存在招聘流程不科学、面试人员不够专业、招聘流程不合理以及人职匹配度低等问题。文章总分为六部分：第一章绪论；第二章招聘相关理论；第三章 L 企业人力资源现状分析；第四章 L 企业人员招聘问题分析；第五章针对 L 企业招聘问题的对策讨论；第六章结论，对文章进行总结陈词。关键词：L 企业 招聘问题 招聘对策 IV下载后可任意编辑AbstractHuman resource management was introduced into China is only about two hundred and thirty years. In domestic rise time is not long, its development has become increasingly mature, in the status of each enterprise is to be reckoned with. War between enterprises is the product and market competing, but has the outstanding talent to stable development. Companies need only find their talent to maximize the interests of the enterprise. In the six modules of human resource, recruitment as its primary module, if the recruitment link does not work, then the whole process of human resource management is a failure. Input port is recruiting talent, hiring the success of the enterprise personnel quality, at the same time around the future business growth.Based on L enterprise as an example, through the data collection method to the enterprise human resources data in nearly three years...
