Study On Optimization Of Hongbang Recruitment Plan

As the carrier of knowledge,human resources have become the most important assets and scarce resources in enterprises.With the deepening of the process of global economic integration,more and more entrepreneurs attach importance to human resources in enterprises.They have long realized that the survival and growth of enterprises in the competitive market environment can not be separated from human resources,an important competitive soft power.Only when the human resource management is promoted to the strategic development status of the enterprise can the enterprise create more profits,and the scientific and technological innovation and core competitiveness of the enterprise depend on the excellent human resources in the enterprise.As a result,the focus of enterprise competition will be shifted from material resources to human resources.Modern enterprise management theory has elevated human resource management to the strategic development level of enterprises,and divided the specific functions of human resource management into six modules: human resource planning,recruitment,training,performance management,salary management and labor relations management.Recruitment is the only way for enterprises to obtain outstanding talents.On the basis of the six modules,enterprises can only acquire human resources through recruitment,improve employee performance through training,performance management and labor relations management,and ensure the normal operation of management activities.Company Hongbang as the research object of this paper,is an automotive aluminum alloy lightweight parts manufacturer.Die-casting industry is a typical labor-intensive,technology-intensive and capital-intensive industry.As auto parts suppliers,auto industry developing brings the opportunity to the enterprises,but with the development of the industry,the enterprise is faced with more and more complicated external environment and internal competition.Rely on products and services can no longer be in the competition.Introduction of the automatic production line and production efficiency is the only way to improve the core competitiveness of enterprises.Therefore,the competition in die casting industry will eventually be the competition of front-line production workers and excellent technicians.Company Hongbang has been developing rapidly in recent years,with a large increase in market orders and a large gap in human resources.In addition,in order to improve productivity,the company transformed all the original production lines into fully automatic production lines,which improved production efficiency and also put forward new requirements for the company's recruitment.The existing personnel structure and management system of the company can no longer meet the actual needs of daily operation of the business,and the organization is bloated and urgently needs core technical talents,senior management talents and highly skilled production workers.However,as the existing recruitment management system is not sound and the recruitment management work is not perfect,top management is not satisfied with recruitment actions.From the perspective of recruitment in human resource management,this paper summarizes the research framework of recruitment theories at home and abroad from the strategic perspective of human resource management.Taking Hongbang as the research object,the actual case analysis was carried out to analyze the problems existing in the employee recruitment management system from the aspects of recruitment process,recruitment channels and recruitment effect.Based on the basic theories of recruitment and human resource management,explore how to improve the company's recruitment management system,and put forward specific countermeasures and suggestions.