The Research On The Human Resource Recruitment Risk In The State-Owned Enterprise

The recruitment is an important part of human resource management. whether the state-owned enterprises or private enterprises, they can not escape it, because every enterprise would like to get fresh blood from recruitment which can enhance their core competitiveness of the human resource. Successful recruitment can enhance a corporation's competitive ability, but managers should not recognize potential risks associated with the recruitment process. These problems in the private enterprise have been recognized by CEO and human resources managers, but they have not been paid much attention in state-owned enterprises, which the idea of the human resource is still staying in the stage of personnel management. Based on this background, this paper proposes this research on the human resource recruitment risks in the state-owned enterprises.This article introduces the definition of the risk and the recruitment risk firstly. And then it combines with the actual situation in the state-owned enterprises, analysis the human resource recruitment risk of the state-owned enterprises and classify the recruitment risk. The author trys to explore the causes of recruitment risk based on some research results, and then trys to search some effective measures to reduce and prevent state-owned enterprise human resource recruitment risk. This thesis is divided into seven parts: the first part is the introduction about the purpose of this article, as well as the basic framework. The second part introduces risk theory related to the recruitment. The third part presents the human resource recruitment procedures and characteristics in state-owned enterprise. It will analysis the performance of the recruitment risk of the state-owned enterprise in human resource and their causes in the fourth part. They will present some measures of dealing with recruitment risk in the fifth part of this paper combined with existing domestic and international research results on enterprises. The author uses an actual case to analysis the recruitment risk problem in part VI. At last this paper will draw the conclusion of the study.