隨著經(jīng)濟(jì)的發(fā)展，社會對于學(xué)歷、技能有了更高的要求，各種培訓(xùn)學(xué)校也取得了快速的發(fā)展，而會計培訓(xùn)學(xué)校就是其中較為突出的一種類型，而伴隨著會計學(xué)?？焖俚陌l(fā)展，其自身也面臨著眾多的問題，人員的招聘就是其中較為突出的問題之一，而對于一個企業(yè)來說，員工是最為核心的資源，是保障企業(yè)能夠正常運(yùn)行以及獲得長期發(fā)展的基礎(chǔ)所在，對于會計培訓(xùn)學(xué)校來說，更是如此，因?yàn)槠浜诵牡臉I(yè)務(wù)開展，基本上都是依靠員工，能否讓學(xué)員滿意，進(jìn)而產(chǎn)生較好的口碑，也離不開員工的付出。會計培訓(xùn)學(xué)校是否能夠招聘到所需的人才，對于其的生存以及長期發(fā)展來說，有著十分重要的影響。基于此，在本研究中，選擇具體的研究對象——RH會計學(xué)校，對其人員招聘的問題進(jìn)行分析，希望通過該研究，能夠給予RH會計學(xué)校的人力資源發(fā)展戰(zhàn)略建設(shè)提供參考，并且給國內(nèi)的同類企業(yè)以及同類研究提供參考意見，也豐富會計培訓(xùn)學(xué)校人力資源發(fā)展戰(zhàn)略的相關(guān)研究。

本文在對RH會計學(xué)校進(jìn)行分析的時候，在闡述整個行業(yè)的發(fā)展情況以及人員招聘相關(guān)的概念的基礎(chǔ)上，通過廣泛的調(diào)查，了解當(dāng)前國內(nèi)會計學(xué)校人員招聘的基本情況，進(jìn)一步具體分析RH會計學(xué)校人員招聘的現(xiàn)狀，研究該學(xué)校當(dāng)前在人員招聘方面存在的問題以及造成這些問題的原因，并在這個基礎(chǔ)上提出了RH會計學(xué)校人員招聘改善的建議。通過分析發(fā)現(xiàn)，當(dāng)前RH會計學(xué)校在人員招聘發(fā)面存在人員招聘跟不上發(fā)展需求、人員招聘隨意性太大、人員招聘渠道過于單一、優(yōu)秀人才難以引進(jìn)留住等問題，而造成這些問題的主要原因是由于RH會計學(xué)校缺乏人力資源戰(zhàn)略規(guī)劃、沒有建立全面引人標(biāo)準(zhǔn)、甄選辦法運(yùn)用不合理以及管理缺陷造成招聘吸引力差 等引起的，進(jìn)一步根據(jù)RH的實(shí)際情況提出了相應(yīng)的改進(jìn)措施，認(rèn)為可以從包括科學(xué)制定人力資源規(guī)劃、完善人員招聘標(biāo)準(zhǔn)體系、優(yōu)化招聘流程拓展招聘渠道、增強(qiáng)企業(yè)人才吸引力在內(nèi)的四個方面著手。

關(guān)鍵詞：會計學(xué)校；人員招聘；人力資源規(guī)劃；招聘渠道

 

 

 

 

 

Abstrat

Along with the development of the economy, there has been a higher request for education and skills, all kinds of training schools have also made rapid development, and accounting training school is among the more prominent one type, but with the rapid development of accounting school, its also faces many problems, recruitment is one of the outstanding problems of, and for an enterprise, employees are the most core resources, is the guarantee enterprise can run normally and access to the basis of long-term development, and for accounting training school, even more so, because of its core business, basically rely on the staff, can make students satisfied, And then produce a good reputation, but also inseparable from the efforts of employees. Accounting training whether xu xiao can recruit needed talents, for its survival and long-term development, has a very important impact. Based on this, in this study, the choice of the specific object of study, RH accounting school, the analysis of its personnel recruitment problems, hope that through the study, can give RH accounting schools to offer reference to the construction of human resources development strategy, and give the same kind of domestic enterprises and for reference to the similar research, also rich accounting training school human resources development strategy of related research.

Based on the analysis of RH accounting school, in this paper the development of the industry and recruitment of personnel, on the basis of related concepts, through extensive investigation, understand the basic situation of the current domestic accounting school personnel recruitment, further detailed analysis of RH accounting school recruitment status, research the school currently in recruitment problems and the causes of these problems, and based on this, advances the RH accounting school personnel recruitment improvement suggestion. Through the analysis found that the current increase in RH accounting schools in recruiting staff personnel recruitment to keep up with development demand too much randomness, staff recruitment, recruitment channel is too onefold, talent is hard to import problems, such as retaining and the main cause of these problems is due to the lack of human resources strategic planning, RH accounting school without a comprehensive is standard, unreasonable selection method using and management defects caused by poor hiring attractive etc, according to the actual situation of RH further put forward the corresponding improvement measures, It is believed that we can start from four aspects, including scientific formulation of human resources planning, improvement of personnel recruitment standard system, optimization of recruitment process, expansion of recruitment channels and enhancement of talent attraction.

Keywords: accounting school; staff recruitment; human resource planning; recruitment channels

 

目錄

緒論 1

0.1 研究背景與研究意義 1

0.1.1 研究背景 1

0.1.2 研究意義 1

0.2 研究內(nèi)容與研究方法 2

0.2.1 研究內(nèi)容 2

0.2.2 研究方法 2

第1章 基礎(chǔ)理論 3

1.1 人崗匹配理論 3

1.1.1 崗位分析理論 3

1.1.2 勝任力模型 3

1.2 招聘渠道比較 7

1.2.1 內(nèi)部招聘渠道 8

1.2.2 外部招聘渠道 8

1.3 招聘流程理論 10

第2章 RH會計學(xué)校員工招聘現(xiàn)狀與存在問題 13

2.1 RH會計學(xué)校簡介 13

2.2 RH會計學(xué)校人員招聘狀況 14

2.3 RH會計學(xué)校人員招聘方面存在的問題 16

2.3.1 人員招聘跟不上發(fā)展需求 16

2.3.2 人員招聘隨意性太大 16

2.3.3 人員招聘渠道過于單一 17

2.3.4 優(yōu)秀人才難以引進(jìn)留住 17

第3章RH會計學(xué)校員工招聘問題的成因分析 18

3.1 缺乏人力資源戰(zhàn)略規(guī)劃 18

3.2 沒有建立全面引人標(biāo)準(zhǔn) 19

3.3 甄選辦法運(yùn)用不合理 20

3.4管理缺陷造成招聘吸引力差 21

3.4.1學(xué)校待遇發(fā)展前景等因素限制 21

3.4.2學(xué)校的組織結(jié)構(gòu)及績效考核方面的不合理 22

第4章 RH會計學(xué)校人員招聘問題解決對策 25

4.1 科學(xué)制定人力資源規(guī)劃 25

4.2 完善人員招聘標(biāo)準(zhǔn)體系 27

4.3 優(yōu)化人員招聘流程，拓展人員招聘渠道 31

4.3.1優(yōu)化人員招聘流程 31

4.3.2 拓展人員招聘渠道 37

4.4 增強(qiáng)企業(yè)人才吸引力 40

結(jié)束語 42

參考文獻(xiàn) 43

 

圖形目錄

圖1-1 崗位分析相關(guān)內(nèi)容 3

圖1-2 冰山理論模型 4

圖1-3 洋蔥理論模型 5

圖1-4內(nèi)部招聘主要方式 8

圖1-5 人員招聘流程圖 10

圖2-1RH會計學(xué)校組織機(jī)構(gòu)圖 13

圖2-2RH會計學(xué)校招聘流程 14

圖4-1人力資源規(guī)劃具體內(nèi)容 27

圖4-2RH會計學(xué)校招聘體系流程圖 32

圖4-3RH會計學(xué)校招聘人力資源部門和用人部門的職責(zé)分工 34

 

表格目錄

表2-1RH會計學(xué)校深圳校區(qū)近三年教師招聘人數(shù)情況 15

表2-2RH會計學(xué)校深圳校區(qū)近三年教師招聘學(xué)歷情況 15