Research On The Optimization Of Employee Recruitment Management System In G Company

In today’s society,talent competition has become the main goal of enterprise competition.Human resources have become one of the important resources for the development and growth of enterprises,laying a solid foundation for their healthy and sustainable development.Recruitment is a relatively complex part of human resources work that requires systematic management.At present,most enterprises face difficulties in personnel recruitment and high employee turnover.Employee recruitment is an important channel for enterprises to obtain high-quality talents and a necessary condition for optimizing human resource management.Whether the employees recruited by a company match the development of the enterprise determines the quality of its human resources development.Therefore,if a company wants to achieve healthy and long-term development,it needs to make appropriate improvements on the existing employee recruitment management system to improve the effectiveness of employee recruitment.As a state-owned pharmaceutical distribution enterprise in Ningxia,G Company has high professional requirements and prominent issues with aging employees.However,the company’s human resources department does not have a comprehensive recruitment management system,resulting in low recruitment effectiveness.This often leads to the inability to recruit suitable talents,which in turn affects G Company’s future series of talent introduction and training work and restricts the company’s further development.This article takes G Company as the research object for analysis.Through literature review,employee interviews,and questionnaire surveys,it elaborates on the current situation of recruitment from the aspects of company organizational structure,recruitment process,recruitment channels,recruitment team,recruitment evaluation,etc.Secondly,quantitative research is conducted on the recruitment management issues of G Company’s employees through the use of survey questionnaires and interview methods.In the survey questionnaire,specific recruitment status statistics were obtained by conducting surveys and statistical analysis on the company’s recruitment needs,recruitment processes,recruitment channels,recruitment teams,and recruitment effectiveness evaluation,providing data support for the analysis of recruitment issues.After studying this article,it was found that the main problems of G company are:lack of planning in recruitment work,unreasonable recruitment channels,need for improvement in recruitment processes,insufficient professional skills of recruitment teams,and lack of effective recruitment evaluation.This article combines the actual situation of employee recruitment in G company and uses a competency model to propose a competency model construction for employee recruitment.This will further improve the level of employee recruitment management in the company and also contribute to high human resource management efficiency.At the same time,after analyzing the company’s recruitment management using a competency model,improvement plans were also proposed to address the existing problems.Finally,in order to ensure the smooth implementation of the recruitment improvement plan proposed in this article,specific safeguard measures are also proposed from four aspects:strategy,system,management,personnel,and so on.By analyzing and researching the recruitment issues of employees in G company,we can improve the current problems in the recruitment process of employees in G company,and provide reference for similar enterprise employee recruitment.