Research On Recruitment Channel And Process Optimization Strategy Of Fabricated Construction Company ZD

The competition between countries is the competition of comprehensive national strength.In the final analysis,it is the competition of talents.In the tide of modern market economy development,the essence of competition among enterprises is the competition of talents.According to statistics,the contribution rate of human capital to corporate efficiency growth has climbed to 35%,and the talent contribution rate has reached 32.5%.Among the many production factors of the enterprise,human resources have become the key factor to promote the development and growth of the enterprise.How to accurately and quickly recruit the talents needed by the enterprise,establish and use the scientific management management mechanism to form a favorable support for the recruitment work.To provide better and faster roots for the development and development of fertile soil,will directly affect whether companies can achieve sustainable competitive advantages and continue to win the prerequisites for development opportunities.As a new green assembly-type construction company,ZD Assembled Construction Company has grown to become a company with more than 3,000 employees in a few years,with a fixed asset size of over 1 billion and a business scope of nearly 10 provinces and cities.Modern green building enterprise.The rapid development of enterprises has a large demand for talents related to green buildings.However,due to the lack of recruitment,enterprises have been facing a large talent gap.In particular,the persistence of problems such as inefficient recruitment channels and imperfect recruitment processes has seriously affected the subsequent development of the company.Based on the development background of ZD prefabricated construction company,its development stage and its human resources management status,this paper analyzes the recruitment effect of the existing recruitment channels according to the recruitment statistics of 2017,and the survey of the employment needs of each user department.It is found that there are many management problems in the recruitment management that need to be improved: the recruitment channel is too single,the recruitment entrance is narrow,and it can not meet the rapid development of the employment needs of the enterprise;the formulation of the recruitment management system is too simple and one-sided,and needs to be revised and improved;The demand is lack of planning,there is no formal description of the job,the purpose of setting the post is not clear,the matching of personnel and posts is difficult;during the screening and recruitment process,the key positions are lacking,the false resume content is frequent;the interviewer professional interview The ability to be improved,the lack of detailed interview process design,resulting in the quality and efficiency of the initial test.In order to meet the needs of large-scale employment of enterprises in the rapid growth period,and better complete the planning of the annual business development strategy of the enterprise,in-depth research and mining are needed in the work of enterprise recruitment and implementation,in order to achieve better recruitment results.A large number of literatures related to work development,including human resource management,recruitment management,performance management,etc.,combined with the research and data collection practices carried out by the current work of the enterprise,aiming at the current situation of ZD assembly-type construction companies in recruiting,from optimizing recruitment From the perspective of channels and workflows,through a comprehensive comparative analysis and summary of constructive opinions on a series of problems in the current work,mainly from the recruitment and utilization of recruitment channels and the improvement and optimization of recruitment system processes.Improve the improvement of the major aspects: First,the employment needs of the enterprise's annual business development plan as the starting point of human resources recruitment planning,improve the recruitment management process,which is the basis for the orderly and effective development of recruitment;Second,Do a good job in human resource planning and establish various departments of the enterprise Job description document libraries,based on demand forecast annual check posts and setting a quota for work;third,expand recruitment channels,increase school key universities recruit,interview special,high-end executive search agencies,and other social networks and other channels.In addition to the improvement and optimization of the recruitment process and recruitment channels,relevant safeguards are indispensable in the process of implementation,including the support of the business leadership team,the financial investment support of the company,and the professionalization of the recruitment interview team.Through the above-mentioned measures and guarantees,the professionalization and efficiency of the recruitment work of the enterprise will be improved,and the current situation of recruiting people and hiring people will be opened up.The efficient and professional enterprise will quickly match the required industry talents for the enterprise's annual operation.The realization of the development strategy plan provides strong human resources support.