組織文化為導(dǎo)向的企業(yè)員工招聘--人力資源管理畢業(yè)論

人力資源字數(shù):24187,頁數(shù):33  本篇論文包含任務(wù)書,開題報告,論文,文獻綜述,外文翻譯,等   論文編號:RL037

目錄
一、緒論.................................................. 2
二、理論綜述.............................................. 4
（一）招聘理論綜述........................................ 4
（二）組織文化理論綜述 ....................................5
三、中國工商銀行洪山橋分行的組織文化與招聘現(xiàn)狀分析 ........8
（一）中國工商銀行洪山橋分行現(xiàn)狀 ..........................8
（二）洪山橋分行的組織文化分析............................ 8
1、中國工商銀行的整體企業(yè)文化............................. 8
2、洪山橋分行的組織文化................................... 9
（三）麗水工商銀行的招聘現(xiàn)狀及存在的問題 .................11
四、組織文化導(dǎo)向的2008年工商銀行洪山橋分行招聘管理....... 13
（一）招聘計劃........................................... 13
（二）渠道的選擇及招募 ...................................14
1、工商銀行洪山橋分行對員工的要求........................ 14
2、招聘渠道的選擇........................................ 14
3、信息的發(fā)布............................................ 16
（三）選拔的方法 .........................................16
1、內(nèi)部招聘 ..............................................16
2、外部招聘 ..............................................20
（四）錄用............................................... 26
1、錄用決策 ..............................................26
2、培訓(xùn) ..................................................26
（五）招聘評價........................................... 27
五、結(jié)論 .................................................29
（一）在招聘工作中所體現(xiàn)的組織文化....................... 29
（二）招聘在維持與發(fā)展組織文化中的重要性................. 29
致謝 .....................................................30
參考文獻 .................................................31

中文摘要
隨著人力資源所形成的人力資本所凝聚的核心競爭力成為企業(yè)贏得競爭的根本所在，企業(yè)能擁有合適的人才成了增強企業(yè)核心競爭力的重中之重。員工招聘是企業(yè)對人才的信息收集、甄選到錄用的過程，是人力資源管理的第一步，聘用到合適本企業(yè)的人員可以為企業(yè)創(chuàng)造價值，沒有招到人才或大材小用或小材大用，都會給企業(yè)帶來一定的損失。在什么地方，用什么方式招聘到合適人才，如何判別人才，如何留住人才，這些都是一直困擾著企業(yè)的問題。正是員工價值觀與企業(yè)文化的不相匹配，成了許多企業(yè)雖然高薪卻仍然留不住人才的真正原因。
本文以中國工商銀行股份有限公司洪山橋分行(以下簡稱麗水工行)為例，通過對組織文化進行分析來透視其核心文化對招聘帶來的影響，從而改善招聘管理，為公司招到適合組織發(fā)展的人才。
本文主要分為三大部分，理論綜述部分，這部分主要描述了本文將用到的理論依據(jù)及理論模式；麗水工行的組織文化分析，為其后進行的招聘提供了文化價值的依據(jù)；招聘，這部分的主要結(jié)合第二部分的組織文化特征，以價值觀為導(dǎo)向進行有效招聘。

關(guān)鍵詞：組織文化；面試；心理測試；價值觀
ABSTRACT
With the core competitiveness of human capital becoming fundamental for enterprises to win the competition, that having the right calibers become the most importance for enterprises to enhance their core competitiveness. Staff recruitment is a process of information collection, selection and hiring of human resources for enterprises, and is the first step of human resources management. Employing the right talent to the enterprises can create value for the enterprise; otherwise, talent employed not fitting to enterprises will bring great losses. In which place, use what method to recruit suitable talent, how to determine talent, how to retain talent, have all plagued the enterprises very much. Just because of the mismatching of staff values and organizational culture, many enterprises still can’t retain the talent though paying high.
In this paper, the Industrial and Commercial Bank of China branch in Lishui. (Hereinafter referred to Lishui ICBC) is used as an example. We can understand the impact of core cultural to its recruitment with analyzing the organizational culture, and then improve the management of recruitment, and get the right talent that fit for the development of company.
This paper is divided into three parts. Theoretical summary is mainly about the of the theoretical models the paper will used; analyzing the organizational culture of Lishui ICBC provides the basis of The cultural values for the following recruitment; the last part is about the recruitment that combined with the second part, and use values as a guide to effective recruitment.

Keywords: Organizational culture; Interview; Psychological test; Values