Applied Research And Comparative Analysis Of Talent Recruitment Methods In The Automotive Industry Between Russia And China

In the face of the rapid development of economic globalization and information explosion,the automobile industry has gradually entered the bottleneck period of development: the gradual huge scale of enterprises has raised urgent needs for the upgrading of talents,but the slow training in the context of automobile industry and sustainable development of automobile enterprises had led to emergence of the sharp contradiction between the process and the growth rate of the entire society.This study examines the automotive industry in Russia and China as the research field,and aims to explain the similarities and differences of the human resources management system.Recruitment as an element of human resource management is considering as the main idea of this article.By evaluating the characteristics of the recruitment model of the Chinese and Russian auto industry,analyzing the application methods of recruitment and selection of Chinese and Russian auto industry personnel,describing the current development trend of recruitment models and analyzing the current recruitment model,this study aims to identify The effectiveness of the application methods for recruitment and selection of personnel in the automotive industry in Russia and the feasibility of using these methods in the specific circumstances of the countries studied and the automotive industry.In order to conduct a detailed comparative analysis of the recruitment methods in Russia and China,the statistics provided by “Cranet” were used in this study.Based on the analysis of the “Cranet” statistics,this study describes the recruitment and selection methods for the most common types of staff in the recruitment and selection system,as general office staff,experts and manager positions.The population of Russia and China varies greatly in terms of education level,quality of education,job expectations and values.Compared to Russia,the recruitment and selection system of Chinese personnel is more different among different types of employees.Based on the findings of “Cranet”,the study found that the overall recruitment and selection of Russiaand China adopted similar techniques,such as more emphasis on recommendation in recruitment;the importance of corporate branding in recruitment and the process of informationization in the recruitment process.However,observing China's cultural characteristics,Chinese companies are more focused on recruiting new graduates with a higher education background.Through comparative analysis,this paper expounds the main problems existing in the current talent selection system in China and Russia,and makes recommendations based on this.Due to the current shortage of Russian talents,the research report based on China's experience has conducted a detailed discussion on how to restore the Russian personnel training system,emphasizing the establishment of a correct human resource concept,scientific formulation of enterprise human resource management planning,and careful selection.Finally,this study makes a reasonable forecast for the development trend of recruitment in the automotive industry in the next few years.It expects that the automotive industry in both China and Russia has great development prospects.Therefore,both countries must continue to improve the recruitment and selection system to adapt to the booming industry.