The Optimization Research Of Recruitment & Selection System For R&D Personnel In China Region Of S Company

Human resource is one of the key strategic assets for enterprises.It is critical for a company to keep its competitive advantage,improve business performance,and achieve sustainable development.The automotive industry in China ramps up quickly in the last decade following the improvement of consumption capability and the government’s strong support to the industry.Automotive companies have the tendency to invest heavily into R&D.In fact,it ranks only next to IT industry and medical industry in terms of R&D expenditure.S company is an established global leading component supplier in automotive industry with a long history and Germany background.It has been more than 20 years since S company’s entry in China.Therefore,S company has established a relatively mature recruitment and selection system.However,recently S company is facing increasing demand for R&D employees as well as increasing talent war from competitors,customers,and suppliers,resulting from the industry take-off as well as its own business expansion.The recruitment and selection of R&D talents have become quite a challenge for China Region of S company.The paper seeks to improve the recruitment and selection system of R&D positions for S company and to support its strategy of sustainabletechnology leadership,enhance its innovation capability,and support business operation with better cost effectiveness.The paper is built on the theoretic framework of human resource management,recruitment and recruitment process key concepts,ASK model,and STAR interview.The paper goes through a detailed analysis of the operation of S company as well as an in-depth examination into the human resources management and recruitment process of S company with the focus on recruitment and selection of R&D positions.The paper points out the existing issues with current recruitment process and proposes a 5S model for improvement.The paper aims to optimize the existing process from five perspectives,namely employee branding(S brand),speed up hiring(Speed),standardize recruitment requirement(Standardize),simplify interview process(Simplify),and smart hiring taking advantage of internet technology.The paper also concludes that the company cannot rely on recruitment optimization to improve the issue once for all.S company also needs to look into management mindset,company culture,training and development,compensation and benefits to help attract and retain R&D talents for achievement of company strategic objectives.