Diagnosis And Improvement Of Recruitment Management System In Chengdu Regional,W Corporation

Under the model of three pillars of human resources,as one of the important modules that "Recruitment" also urgently needs to change its thinking and methods to adapt to the changes and needs of enterprises(businesses).The recruitment work under the traditional module focuses on the present and the routine process.As a recruiter of an enterprise,under such backgrounds,it will be lacks certain foresight and cannot ensure close integration with the business department and fully understand the needs of the business in the recruitment process.To a certain extent,it leads to low recruitment efficiency,affects the timeliness of recruitment and fails to select high potential and high-quality talents in time.W Chengdu regional company was established at the end of 2018.It is currently in a period of rapid development and is in the process of building an organizational system and process from scratch.In the early stage of team building,the human resources recruitment module is particularly important.From the perspective of human resources,we need to jump out of the traditional human resources modules,use the three pillar model,systematically do a good job in recruitment management and system,and scientifically promote recruitment.The company is in the stage of rapid development,with high growth and high risk.Internally,the recruitment process of regional companies is relatively long,without reasonable and scientific stratification and scientific design of interview process.In addition,the communication between recruiters and business departments is relatively closed.They only promote the recruitment process one way from the recruitment module,without considering how to support business development from the perspective of recruitment from the perspective of business partners.This thesis proposes solutions that are more closely integrated with the business from the key dimensions of demand analysis,process,tools,channels,business fit,etc.,to improve the systematization and satisfaction of recruitment.As modern human resource managers,no longer simply dealing with transactional work,but need to stand in the business perspective to support and promote work,meet the growing needs of enterprises,and realize the real value of human resource managers.As a recruiter of modern enterprises,we should also emancipate ourselves from the traditional mode and think about how to do a good job in recruitment from the perspective of HRBP.