Study On The Effectiveness Of Employee Recruitment In A State-Owned Collectivized Enterprise

With the increasing competition of global economy, the core competition of the companies have shifted from product and technology to the human resource. How to find a proper way to obtain the maximum value of the talent has become the main focus of the companies. Recruitment, which is the first step of human resource management, its quality and result are the key factors for the quality of talent introduction, the efficiency of staff performance and enterprise's management cost. The matching of employees and positions degree plays an important role in talent echelon construction. Through the research on the effective ness of recruitment and the establishment of the recruitment evaluation system, enterprises can audit the recruitment according to the accurate data not only finding the problems existing in the current recruitment system, but also standardizing and enhancing the effectiveness of each function. It is to improve the value of human resource management and make it to become a good partner with the business.With the impetus of the government and market economy, giant group state-owned enterprises undertake more social responsibility in the allocation of employment and economic improvement, so that the study of effective recruitment is more important. The thesis makes comparison with internal and external condition of the enterprise, and takes the situation of ZX Pharmaceutical Group Co., Ltd, as an example. From the aspect of internal, we selected the junior staff as the study object, we concluded the influence contributors of recruitment validity throuth the data analysis from questionnaire survey. From the aspect of external, we chose the lead listed companies which are similar with ZX in business scope and operations as the study object. We extended our analysis from recruitment management to the contribution of new-come, labor costs, per capita profit and etc, which will automatically show us both advantages and disadvantages of human resource structure of the enterprises. At the end of this thesis, we put forward some countermeasures and suggestions on the current recruitment of state-owned enterprises. Firstly, we should formulate a long-term strategic planning and seek appropriate group management mode of talent introduction. Secondly, we need to attract talents with the use of a good corporate image and robust institutions. F inally, with the implementation of the development and utilization of talent management mechanism, we endeavored to make talents become a driving force for sustainable development of enterprises.