中小企业招聘渠道有效性分析—以龙湖物业公司为例.docxVIP

PAGE 目录TOC \o 1-2 \h \u 一、 绪论 1 （一）研究背景和目的 1 （二）研究意义 1 （三）研究内容与研究方法 2 （四）文献综述 2 二、 企业招聘渠道的概述 3 （一）招聘渠道的定义 3 （二）招聘渠道的分类和特点 4 三、招聘渠道有效性分析 5 （一）招聘渠道有效性的定义 5 （二）招聘渠道有效性的评价指标 6 四、公司概况 7 （一）公司简介 7 （二）公司的发展历程 7 （三）公司的招聘现状及招聘渠道现状分析 8 五、公司招聘渠道有效性分析 10 （一）五种招聘渠道有效性评估 10 （二）深度访谈的实施 13 六、对策与建议 15 （一）取长补短 15 （二）拓宽网络招聘 15 （三）重视内部推荐 16 （四）注重对猎头公司的选择 16 （五）五种渠道适用岗位的选择 16 参考文献 17 附录 18 摘要 招聘是人力资源管理六大模块之一，不仅仅是弥补人力资源的不足，而且有助于企业经营目标的实现，打造企业核心竞争力。随着互联网+时代的到来，人才流动日益频繁，如何在竞争市场上招聘到有用的人才，成为企业必须面对的一大难题。而实现招聘有效性的关键是要提高招聘渠道的有效性。招聘渠道作为招聘工作的人才入口，它直接影响求职者的数量和质量。 本文通过查阅国内外关于招聘渠道的相关论述，分析了招聘渠道有效性的评价指标，主要有：数量、质量、时间、成本等。就此以杭州龙湖物业公司为研究对象，采用调查分析法和访谈法，对该公司近年来招聘渠道的相关数据进行分析，把各种招聘渠道应用与呈现的效果进行对比, 分析它们的利弊，再对具有代表性的公司从业人员做深度访谈，从而为其他组织招聘渠道的选择提供借鉴意义。 关键词：招聘渠道；有效性；物业公司 Abstract Recruitment is one of the six modules of human resources, the most direct purpose is to make up for the shortage of human resources. With the advent of the Internet era, the flow of talents is becoming more and more frequent. How to recruit useful talents in the competitive market has become a difficult problem that enterprises must face. The key to the effectiveness of recruitment is to improve the effectiveness of recruitment channels. Recruitment channel as the talent entrance of recruitment work, it directly affects the quantity and quality of job seekers. The full text is divided into six parts, the first part is the introduction, the second part is the introduction of the main recruitment channels, the third part is the analysis of the effectiveness of recruitment channel definition and its influencing factors. The fourth part is the overview of the company, including the development of Longhu property, the fifth part is the Longhu property company as an example, through case analysis and in-depth interviews to explore the effectiveness of recruitment channels. The sixth part is based on the actual situation of the company, put forward conclusions a