Study On The Staff Recruitment System Of M Company

Staff recruitment, as one of the important components of human resource management, is not only an important channel to bring in talents, but also the key to set up a scientific and effective human resource management system. To enhance the establishment of staff recruitment system and an improve the human resource management system can help a company develop healthily and stably.Construction industry is the fundamental industry of our national economy and social development, which plays an important and special role in the urbanization process of our country. It is now still in a rapid developing stage. The working requirement and working style of the construction enterprise are different from other companies. They often use project system structure as the organizational structure. The features of construction enterprise are as follows:high mobility of production, special building products, much field and high work, poor working conditions, low wages and benefits and delay payment, long working time, acute shortage of holidays. Due to these factors, it is more difficult for the construction enterprise to recruit than other enterprises, meanwhile, there is also a higher demission rate in construction enterprise. To some extent, these problems restrict the sustainable development for construction enterprises. A further research on staff recruitment system of construction enterprises can improve the effectiveness of staff recruitment and timely access to human resources, which ensure the healthy and sustainable development of the construction enterprise.In this thesis, we take M company’s staff recruitment as an example. Firstly, analyze the existing problem of M company’s staff recruitment. Secondly, optimize M company’s staff recruitment system. Thirdly, put forward countermeasures for the existing problems. Finally, propose the measure of safeguard for staff recruitment system implementation. Combined with certain theories of recruitment, this thesis find out three main problems exist in M company’s staff recruitment system. First, the lack of recruitment strategies as a guidance for staff recruitment and a vague definition on "talent", furthermore, there’s no a comparative uniform interview standards; second, the scientificalness of staff recruitment process needs to be strengthened, no analysis for the company’s existing positions, lacking post instructions as a guide for recruitment process, no proper recruitment channels,no background investigation of the candidates for critical sensitive positions; third, the lack of recruitment assessment.This thesis tries to optimize M company’s staff recruitment system, aiming to solve its existing recruitment problems, it is also hoped that the staff recruitment system optimization can be a reference for other enterprises of its kind.