Research On The Optimization Of Recruitment System Of The "Post 90s" Scientific And Technological Talents In The HDSF Company

As a new discipline based on the management theory and practice,human resources management was advanced at the end of the 1970 s.Though human resources management originates from management theory,it has its own unique research field;Grown from the traditional personnel management,now in pursuit of exceeding routine management,adheringto the people-oriented work.The recruitment system is an important part of human resources management system,rooting in its theory and practice,also distinctive.Recruitment system is the input unit of enterprise human resources management system,which determines the quantity,quality,knowledge and age structure of employees,affecting the effect of corporate strategy,is an important foundation of human resource management.It provides human resources and intellectual support for the realization of business objectives and organizational performance.Since the “Post 90s”graduates become the main force in the human resources market,the traditional recruitment system is facing sharp collision.As a result,the high failure rate of the “Post 90s” recruitment has become an important subject in the recruitment.This problem is also very prominent in the“Post 90s”scientific and technological talents recruitment in the HDSF company.For example,the contract breach rate was as high as 33% in the new scientific and technological graduates in 2016.The HDSF company was founded in 2010,with the HD company as the matrix company(the largest shareholder),mainly engaged in the design,development,production,sales,maintenance and after-sale service of the commercial aircraft parts and components.Also in the aviation products subcontract production etc.As a new star in the field of aviation manufacturing,the HDSF company relies on the national strategy and policy support,which is involved in the domestic large aircraft development with the high starting and acceleration.There are 230 workers in the HDSF company,including 76 scientific and technological talents that contain 46“Post 90s”.For the human resources is the key of the operation and development of the organization,the HDSF company attaches great importance to its introduction,development and use from the beginning.In general,there are three recruiting paths in the HDSF company: recruiting the mature talent from the parent company,mature social talent recruitment,and campus recruitment,thus forming the recruitment system in the situation of “tripartite confrontation”.But as the situation develops,now mainly take the campus recruitment system.As an important part of this system,the recruitment system of the“Post 90s”scientific and technological graduates plays a key role in the recruitment of scientific and technological talents.But there are some problems in the actual operation.According to the analysis,the existing recruitment system of the“Post 90s” scientific and technological talents in the HDSF company fails in: obscure concept of choosing and using employees,not objective job analysis,recruitment supply andrequirement analysis based on experience,unprofessional andstiff recruitment plan,stiff recruitment brochure,vague recruitment evaluation standard,long hiring decision cycle,lack of recruitment evaluation and subsequentresponsibility.Such traditional recruitment system,which is lack of interaction and attraction,is not in step with the “Post 90s” scientific and technological graduates.Therefore,hard to build the psychological contract in recruitment.The“Post 90s”scientific and technological graduates,with distinctive personality,pursuit of equality and freedom,active innovation,focus on feeling,short-term profit,have more special needs and expectations in job hunting.Recruitment system failure has brought about heavy cost and great waste,causes the human resources allocation not in place.Therefore,the optimization research of the “Post 90s”scientific and technological talent recruitment system in the HDSF company demands realistic necessity and urgency.By means of theoretical reasoning and empirical study,this article chooses the “Post 90s”scientific and technological talent recruitment system in the HDSF company as the study object.Based on the theories and methods of the employee psychological contract and competency mode,and according to the research data analysis,the study aims at exploring the recruitment system optimization plan that includes: the humanization of the concept of choosing and using employees,objective job analysis,precise human resources supply and demand forecasting,recruitment plan specialization,artistic design of recruitment brochure,recruitment assessment diversification,scientific hiring decision-making,recruitment evaluationquantificationand subsequentresponsibility clarity,implementing the Campus Falcon program.The effective implementation of the optimization plan lies in “leader attention,middle promote,junior implementation”,particularly,implementing the main responsibility of the employing sector.The optimization research of the“Post 90s”scientific and technological talents recruitment system in the HDSF company is not easy,needs to “PDCA” cycle for the continuous optimization,which really makes HDSF companies win the fierce competition of acquiring talents.Also provides reference to the recruitment of other aviation manufacturing enterprise.