Case Study On Recruitment Analysis And Solution Of J Company's Technical Workers

The consumer demand is changing to more personalization,coupled with a weak world economy,enterprise labor and manufacturing costs are rising,also with the production automation,the company needs more and more technical workers.So for the manufacturing enterprise must have a certain number of professional technical workers,to promote transformation and upgrading of enterprises speed,realize the enterprise innovation and enhance the core competitiveness of enterprises to provide security.Through with the recruitment of human resources department in-depth discussion of survey,the technical personnel of the J Company has high turnover,and the exits interview records told that: average monthly turnover rate is higher than other positions.In order to check out what problems in J company technology worker recruitment,the author made research on the record of recruitment data,and also designed one questionnaire for line departments on technology people recruitment.In this paper,the use of strategy and organization design theory,the theory of job analysis and personnel competent quality model and post matching theory,study of J company technology personnel recruitment status.Below recruitment problems mainly exist: don't have proper interview program and professional interviewer team,screening part of the lack of the internal quality evaluation of candidates,the recruitment of staff to meet the demand for jobs and new technical personnel Bangdai form of probation training and guidance and so on.The existing problems mainly include: organization design resulted from the unreasonable location of vacancies there is a deviation,the work is not analyzed,leading to recruitment standards are not clear,not to competency model based on talent evaluation,lack of perfect recruitment assessment system and other factors.In view of the existing problems,this paper puts forward the countermeasures from the following aspects: First,the use of organization design theory for the organization of the Department of re evaluation,combined with the company strategy and the position functions,management by objectives determine the department organization chart,straighten out the relationship between Organization Department,re-evaluate and present position design,work analysis as the foundation,through personnel competent quality model analysis of the job description.Second,improve the interview process and methods,improve staff and job matching degree.In screening and interview process to increase class professional and technical knowledge test at the same time,increase the quality of personality tests,effect of recruitment were evaluated to establish a professional team of recruitment and interview,to ensure that personnel and post matching degree.Third,improve technology worker recruitment process and build up professional interviewer team.Mainly include: proper recruitment evaluation system,professional interviewer to increasing efficiency of recruitment.Fourth,improve the human resources management and security system.Mainly include: to establish the strategic human resources management idea,strengthening the basic work of human resource management,reasonable determination of professional and technical personnel's salary level and the form of rich pay,optimize the salary structure and the establishment of new technical personnel probation Bangdai training and guidance.