The Recruitment Management Research Of GJM Company

With the deepening of economic globalization, the Competition among enterprises has essentially evolved into the talent competition. How to recruit and select the suitable employees and retain talents is the key to the rise and fall of an enterprise. Recruitment as a basic task of human resource management in the enterprise has the vital role for the reasonable formation and development of human resources management. As we all know, the enterprise is made up of "person" and "stop", which means that the person is main body of the enterprise. And if employees departure, the enterprise will be difficult to operate. Talent is the core of building enterprise soft power factor, the stability of the talent team is the indispensable factors that the enterprises to realize sustainable development. In recent years, the garment industry has got a rapid development that presents a thriving prosperity. But it also hides a lot of helplessness and confusion behind the prosperity and development,such as the homogeneity of products, the original of marketing, the lack of talent, and so on. Especially the intensifying brain drain has become a regression of the development in garment industry. It not only brings the inconvenience to the enterprise in daily work,but also causes the loss of resources for the enterprise.GJM is a labor-intensive garment manufacturing enterprises which is developing rapidly, with the continuous expansion of production. Now "labor shortage" problem becomes more and more serious, as well as the high staff turnover. In this paper, I will study the fuzzy in job descriptions positioning, the lack of using effectiveness in recruitment channels, the not widely use of recruitment channels, the less participation form unit of choose and employ persons in recruitment,the high demand for a line of employees, the difficulties of technical post recruitment, the high turnover rate,the lack of evaluation from the perspective of personnel recruitment management conditions. And I will put forward better suggestions to solve these problems. This will help the enterprise improve the work efficiency of the personnel recruitment and promote the development of GJM. At the same time. The paper will provide a reference idea or method for domestic intensive manufacturing industry inspiration and thinking to peer enterprises elicitation for the work of personnel recruitment management.The paper is divided into five parts. The first part is the introduction, introducing the research background and meaning, the research significance and research method of the paper. The second part is literature review, reviewing the reference and studying theory of recruitment at home and abroad. The third part is the brief of the GJM, introducing the company’s overall, business, and organization structure, etc. The fourth part is to analyze problems and present situation of the personnel recruitment management. The fifth part is to put forward the feasible countermeasures and Suggestions that will resolve the problems in the recruitment management.