RH会计学校员工招聘问题研究(全文）

随着经济的发展，社会对于学历、技能有了更高的要求，各种培训学校也取得了快速的发展，而会计培训学校就是其中较为突出的一种类型，而伴随着会计学校快速的发展，其自身也面临着众多的问题，人员的招聘就是其中较为突出的问题之一，而对于一个企业来说，员工是最为核心的资源，是保障企业能够正常运行以及获得长期发展的基础所在，对于会计培训学校来说，更是如此，因为其核心的业务开展，基本上都是依靠员工，能否让学员满意，进而产生较好的口碑，也离不开员工的付出。会计培训学校是否能够招聘到所需的人才，对于其的生存以及长期发展来说，有着十分重要的影响。基于此，在本研究中，选择具体的研究对象——RH会计学校，对其人员招聘的问题进行分析，希望通过该研究，能够给予RH会计学校的人力资源发展战略建设提供参考，并且给国内的同类企业以及同类研究提供参考意见，也丰富会计培训学校人力资源发展战略的相关研究。

本文在对RH会计学校进行分析的时候，在阐述整个行业的发展情况以及人员招聘相关的概念的基础上，通过广泛的调查，了解当前国内会计学校人员招聘的基本情况，进一步具体分析RH会计学校人员招聘的现状，研究该学校当前在人员招聘方面存在的问题以及造成这些问题的原因，并在这个基础上提出了RH会计学校人员招聘改善的建议。通过分析发现，当前RH会计学校在人员招聘发面存在人员招聘跟不上发展需求、人员招聘随意性太大、人员招聘渠道过于单一、优秀人才难以引进留住等问题，而造成这些问题的主要原因是由于RH会计学校缺乏人力资源战略规划、没有建立全面引人标准、甄选办法运用不合理以及管理缺陷造成招聘吸引力差 等引起的，进一步根据RH的实际情况提出了相应的改进措施，认为可以从包括科学制定人力资源规划、完善人员招聘标准体系、优化招聘流程拓展招聘渠道、增强企业人才吸引力在内的四个方面着手。

关键词：会计学校；人员招聘；人力资源规划；招聘渠道

 

 

 

 

 

Abstrat

Along with the development of the economy, there has been a higher request for education and skills, all kinds of training schools have also made rapid development, and accounting training school is among the more prominent one type, but with the rapid development of accounting school, its also faces many problems, recruitment is one of the outstanding problems of, and for an enterprise, employees are the most core resources, is the guarantee enterprise can run normally and access to the basis of long-term development, and for accounting training school, even more so, because of its core business, basically rely on the staff, can make students satisfied, And then produce a good reputation, but also inseparable from the efforts of employees. Accounting training whether xu xiao can recruit needed talents, for its survival and long-term development, has a very important impact. Based on this, in this study, the choice of the specific object of study, RH accounting school, the analysis of its personnel recruitment problems, hope that through the study, can give RH accounting schools to offer reference to the construction of human resources development strategy, and give the same kind of domestic enterprises and for reference to the similar research, also rich accounting training school human resources development strategy of related research.

Based on the analysis of RH accounting school, in this paper the development of the industry and recruitment of personnel, on the basis of related concepts, through extensive investigation, understand the basic situation of the current domestic accounting school personnel recruitment, further detailed analysis of RH accounting school recruitment status, research the school currently in recruitment problems and the causes of these problems, and based on this, advances the RH accounting school personnel recruitment improvement suggestion. Through the analysis found that the current increase in RH accounting schools in recruiting staff personnel recruitment to keep up with development demand too much randomness, staff recruitment, recruitment channel is too onefold, talent is hard to import problems, such as retaining and the main cause of these problems is due to the lack of human resources strategic planning, RH accounting school without a comprehensive is standard, unreasonable selection method using and management defects caused by poor hiring attractive etc, according to the actual situation of RH further put forward the corresponding improvement measures, It is believed that we can start from four aspects, including scientific formulation of human resources planning, improvement of personnel recruitment standard system, optimization of recruitment process, expansion of recruitment channels and enhancement of talent attraction.

Keywords: accounting school; staff recruitment; human resource planning; recruitment channels

 

目录

绪论 1

0.1 研究背景与研究意义 1

0.1.1 研究背景 1

0.1.2 研究意义 1

0.2 研究内容与研究方法 2

0.2.1 研究内容 2

0.2.2 研究方法 2

第1章 基础理论 3

1.1 人岗匹配理论 3

1.1.1 岗位分析理论 3

1.1.2 胜任力模型 3

1.2 招聘渠道比较 7

1.2.1 内部招聘渠道 8

1.2.2 外部招聘渠道 8

1.3 招聘流程理论 10

第2章 RH会计学校员工招聘现状与存在问题 13

2.1 RH会计学校简介 13

2.2 RH会计学校人员招聘状况 14

2.3 RH会计学校人员招聘方面存在的问题 16

2.3.1 人员招聘跟不上发展需求 16

2.3.2 人员招聘随意性太大 16

2.3.3 人员招聘渠道过于单一 17

2.3.4 优秀人才难以引进留住 17

第3章RH会计学校员工招聘问题的成因分析 18

3.1 缺乏人力资源战略规划 18

3.2 没有建立全面引人标准 19

3.3 甄选办法运用不合理 20

3.4管理缺陷造成招聘吸引力差 21

3.4.1学校待遇发展前景等因素限制 21

3.4.2学校的组织结构及绩效考核方面的不合理 22

第4章 RH会计学校人员招聘问题解决对策 25

4.1 科学制定人力资源规划 25

4.2 完善人员招聘标准体系 27

4.3 优化人员招聘流程，拓展人员招聘渠道 31

4.3.1优化人员招聘流程 31

4.3.2 拓展人员招聘渠道 37

4.4 增强企业人才吸引力 40

结束语 42

参考文献 43

 

图形目录

图1-1 岗位分析相关内容 3

图1-2 冰山理论模型 4

图1-3 洋葱理论模型 5

图1-4内部招聘主要方式 8

图1-5 人员招聘流程图 10

图2-1RH会计学校组织机构图 13

图2-2RH会计学校招聘流程 14

图4-1人力资源规划具体内容 27

图4-2RH会计学校招聘体系流程图 32

图4-3RH会计学校招聘人力资源部门和用人部门的职责分工 34

 

表格目录

表2-1RH会计学校深圳校区近三年教师招聘人数情况 15

表2-2RH会计学校深圳校区近三年教师招聘学历情况 15