Research On The Recruitment System Of K Company's Grass-roots Staffs

With the deepening trend of economic globalization,human resources are playing an increasingly important role in promoting social development and progress as the first resource,and talents are playing a more important role in promoting enterprise development.It has gradually become a core strategy in enterprise development strategies.More and more modern enterprises have realized that how to arrange corporate talent recruitment scientifically and bring in outstanding talents directly affects the sustainable development of enterprises.As a rookie in the financial industry,the financial leasing industry as a whole has achieved rapid development in terms of asset size and number of companies in recent years,but it has developed too fast and management has failed to follow up.How to effectively improve the personnel recruitment system,especially the recruitment system for grass-roots employees,is a realistic issue in the entire financial leasing industry.Company K is a "young" company that has only been established for ten years,and it is now in the stage of rapid development and increasing asset size.However,due to the influence of being a major shareholder of a central enterprise,there are problems in recruiting grass-roots employees,which is not conducive to the company's sustainable development.In order to improve company K's ability in recruiting grass-roots employees,this paper uses domestic and foreign relevant theories on human resource recruitment and job matching,value engineering and other relevant theories.In order to improve the company's ability in recruiting grass-roots employees,this paper uses domestic and foreign relevant theories on human resource recruitment and job matching,value engineering and other relevant theories.Through questionnaires and data induction analysis methods,we understand the current situation and existing problems of grass-roots employees in K.,mainly manifested in:lack of recruitment planning,information asymmetry,lack of background checks,narrow recruitment channels,lack of innovation in recruitment methods,recruitment expertise and other issues.The existence of these problems hinders the effectiveness of recruitment and is not conducive to the development of company recruitment.In order to properly solve the above problems,based on a detailed analysis of the problem,a basic-level employee recruitment system is designed,which includes four aspects:recruitment planning,recruitment channels,recruitment processes,and recruitment effectiveness evaluation,and proposes specific operational suggestions and working methods:develop recruitment plans,clarify job requirements,standardize job descriptions,expand recruitment channels,innovate recruitment cooperation models,improve interview selection processes,standardize recruitment standards,and conduct qualitative and quantitative evaluations of recruitment results.In order to implement the recruitment system smoothly and effectively,the article proposes to take safeguard measures from four aspects:idea security,cultural security,system security and personnel security,including:improving the recruitment fund budget system,improving the training system,establishing a scientific and reasonable salary and promotion system,and increasing the professionalism of the recruitment team sex,seeking the attention of company leadership,and the active participation of all employees.By implementing the above measures,To a certain extent,it can optimize the recruitment system for the company's grass-roots employees,improve the company's deficiencies in the recruitment of grass-roots employees,improve the effectiveness of grass-roots recruitment,improve the quality of recruitment,and ensure the company's healthy and sustainable development.At the same time,it provides references and assistance for other companies in the financial leasing industry to carry out related research on the optimization and improvement of the recruitment system.