A Case Study On The Improvement Of Recruitment Effectiveness Of DRRD Company

This paper takes DRRD company in IT training industry as the research object.At present,DRRD company is in the stage of rapidly arranging the number of training institutions and expanding the number of trainees nationwide.It needs a large number of talents at different levels.In the reality of human resources recruitment management,there is a problem that the number of personnel recruitment is far from meeting the needs of business development.Recruitment drags down the "hind leg" of business development,which directly leads to the whole work of human resources management being questioned.In view of the reality of DRRD company,how to plan recruitment work from the perspective of overall human resources management,solve the constraints and key problems of recruitment work,improve the effectiveness of recruitment work,and meet the employment needs of rapid growth period.Three typical cases are selected in the work practice: the first case is that the recruitment process is not smooth,the responsibility interface is not clear,the Department does not cooperate and other complex situations restrict the recruitment efficiency;the second case is that in the process of recruitment,the salary system is faced with no competitiveness and attraction to the outside world,fairness between new and old employees,regional differences between different cities,and so on.The third case is that the importance of corporate culture matching poses new challenges to recruitment efficiency after the number of recruits has been guaranteed.Around the actual problems of each case,from the perspective of improving recruitment performance,comprehensive solutions and implementation steps are proposed respectively.In the recruitment practice of DRRD company,it really improves the efficiency and effectiveness of recruitment,and provides talent support for the business development of DRRD company for a period of time.Finally,it is proposed that the recruitment work should be taken as a lead in the human resources work in the growth period of enterprises,and the management level and safeguard measures should be improved as a whole in coordination.The conclusions of the study can provide references for enterprises in the same development stage.