| At present,China’s economy is in a new stage of development and the world is undergoing profound changes unseen in a century.The two are interdependent and developing in synergy.How to stand out in such an era of both opportunities and challenges is an important development issue facing China.As a big manufacturing country,manufacturing industry is the "arena" for China to participate in the new round of international competition and the game between big countries.From a large manufacturing country to a strong manufacturing country,from rapid development to high-quality development,it is inseparable from the innovation and development of each manufacturing enterprise.For manufacturing companies,talents have played a key role in successfully completing this transformation and upgrading.Recruitment serves as a port for enterprise talent input,internally meets the enterprise’s talent needs,and enhances employer brand influence externally.As an important guideline for enterprise recruitment,the recruitment management system plays an important role in the effect of recruitment.Therefore,in the actual work of an enterprise,it is necessary to continuously update and optimize the recruitment management system to ensure the enterprise’s competitive advantage in talents.Taking Z Company,a traditional manufacturing enterprise,as an example,this paper studies the recruitment management system of Z Company by applying relevant theories and models of recruitment management system at home and abroad.First,by collating the internal data of the company,it elaborated in detail about Z company’s strategic layout,human resource structure and the status quo of the recruitment management system;secondly,using the questionnaire survey method to conduct recruitment satisfaction surveys on other employees of Z company except for the first-line production staff.The head of the hiring department and the staff of the human resources department conducted one-to-one interviews and found that the problems in the recruitment management system of Z company are that the recruitment plan is not forward-looking,the job analysis is not in place,the recruitment channel is single,the lack of conditions for precise selection,and the lack of effective Recruitment evaluation,etc.,and deeply analyze the causes of the formation of problems;finally,use relevant theories and models and combine the actual situation of Z company to propose an optimization plan for the recruitment management system,Including building a competency model for core positions,formulating human resource planning,perfecting work analysis,and perfecting Recruitment channels,creating conditions for precise selection of candidates,establish a recruitment evaluation system,and propose safeguard measures from four aspects: organization,system,finance,and personnel.In today’s manufacturing transformation and upgrading,talents are a necessary competitive advantage.Based on the research on the recruitment management system of Z company,this paper hopes to provide solutions for the problems existing in the recruitment of Z Company,improve the recruitment efficiency of Z Company,and provide a strong guarantee for the realization of Z Company’s strategic goals.Meanwhile,it also hopes to provide some reference for other small and medium-sized manufacturing enterprises in China to construct the recruitment management system. |
