Research On Problems And Countermeasures Of Recruitment System Of H Real Estate Group

With the development of the social economy,real estate enterprises have gradually moved from high-speed development to the life and death examination.The internal management of the enterprises that were originally covered up in the high-speed development stage of the real estate enterprises is now particularly prominent.Human resources are the basis for an enterprise to achieve its strategic development goals.Talents are the basis and object of human resources work.Recruitment is the main way for an enterprise to obtain talent.Therefore,recruitment is the top priority of human resources work.A suitable recruitment system can help enterprises attract excellent talents,expand the talent team,and improve their market competitiveness.PDCA theory is widely used in enterprise human resource management,but it is less used to guide the construction of recruitment systems with PDCA theory,especially in real estate enterprises.First,real estate enterprises are superstitious about education and employment background in recruitment;Second,the neglect of internal management in real estate enterprises leads to the lack of system construction;Third,the PDCA theory research is not thorough,and the model will not be used.Therefore,in real estate enterprises,recruitment has always been carried out according to traditional habits.The lack of closed-loop management of the recruitment system has resulted in no precipitation of successful experience,no summary of failure lessons,repeated problems,no guarantee of recruitment quality,and it is difficult for excellent people to enter the enterprise.This paper takes H Real Estate Group as the research object,from the perspective of the group headquarters,in line with the principles of scientific rigor and seeking truth from facts,according to the PDCA theory,and analyzes the current recruitment system of H Real Estate Group.It is found that H Real Estate Group has not built a complete PDCA.circulatory system.Through the analysis of the interview results and questionnaire survey data of the managers of H Real Estate Group,the problems existing in the company’s recruitment system are pointed out: the recruitment planning system is in name only,the actual operation is not standardized,and the recruitment evaluation and feedback system are lacking.Based on the PDCA theory,this paper finds the reasons for the existence of the problem,and then combines the actual situation of H Real Estate Group,starting from the construction of the recruitment system under the PDCA mode,and divides it into the recruitment planning system P(Plan),the recruitment implementation system D(Do),recruitment evaluation system C(Check)and recruitment feedback system A(Action)four subsystems,and propose solutions and measures one by one.Among them,the establishment of a strategic recruitment planning system P(Plan)is mainly to formulate a scientific recruitment plan according to the group’s development plan,and formulate staffing standards,recruitment/diversion time nodes;build a competency-based recruitment implementation system D(Do)The main purpose is to optimize a competency model.According to the competency model,different interview evaluation methods are used for different positions.At the same time,interviewer certification is designed to improve the professionalism of recruiters;an effective recruitment evaluation system C(Check)is established to evaluate in a quantitative way.Recruitment results,use a qualitative method to evaluate the recruitment process,and design evaluation indicators;build an all-round recruitment feedback system A(Action)to design three levels of feedback,feedback from candidates and the employing department on the recruitment work,and trial for people to be turned into regular employees Periodic follow-up feedback and the recruiter’s feedback on the recruitment work to the superior leaders,and formulate corresponding tool forms.At the same time,in order to ensure that the recruitment system of H Real Estate Group can be successfully implemented,specific safeguard measures have been designed in terms of ideas,systems,training,and funds.Finally,a set of talent recruitment systems suitable for H Real Estate Group will be formed,hoping to promote the better development of H Real Estate Group.