隨著經濟的發展，社會對于學歷、技能有了更高的要求，各種培訓學校也取得了快速的發展，而會計培訓學校就是其中較為突出的一種類型，而伴隨著會計學校快速的發展，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，而對于一個企業來說，員工是最為核心的資源，是保障企業能夠正常運行以及獲得長期發展的基礎所在，對于會計培訓學校來說，更是如此，因為其核心的業務開展，基本上都是依靠員工，能否讓學員滿意，進而產生較好的口碑，也離不開員工的付出。會計培訓學校是否能夠招聘到所需的人才，對于其的生存以及長期發展來說，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會計學校，對其人員招聘的問題進行分析，希望通過該研究，能夠給予RH會計學校的人力資源發展戰略建設提供參考，并且給國內的同類企業以及同類研究提供參考意見，也豐富會計培訓學校人力資源發展戰略的相關研究。

本文在對RH會計學校進行分析的時候，在闡述整個行業的發展情況以及人員招聘相關的概念的基礎上，通過廣泛的調查，了解當前國內會計學校人員招聘的基本情況，進一步具體分析RH會計學校人員招聘的現狀，研究該學校當前在人員招聘方面存在的問題以及造成這些問題的原因，并在這個基礎上提出了RH會計學校人員招聘改善的建議。通過分析發現，當前RH會計學校在人員招聘發面存在人員招聘跟不上發展需求、人員招聘隨意性太大、人員招聘渠道過于單一、優秀人才難以引進留住等問題，而造成這些問題的主要原因是由于RH會計學校缺乏人力資源戰略規劃、沒有建立全面引人標準、甄選辦法運用不合理以及管理缺陷造成招聘吸引力差 等引起的，進一步根據RH的實際情況提出了相應的改進措施，認為可以從包括科學制定人力資源規劃、完善人員招聘標準體系、優化招聘流程拓展招聘渠道、增強企業人才吸引力在內的四個方面著手。

關鍵詞：會計學校；人員招聘；人力資源規劃；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 研究內容與研究方法 2

0.2.1 研究內容 2

0.2.2 研究方法 2

第1章 基礎理論 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會計學校員工招聘現狀與存在問題 13

2.1 RH會計學校簡介 13

2.2 RH會計學校人員招聘狀況 14

2.3 RH會計學校人員招聘方面存在的問題 16

2.3.1 人員招聘跟不上發展需求 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 優秀人才難以引進留住 17

第3章RH會計學校員工招聘問題的成因分析 18

3.1 缺乏人力資源戰略規劃 18

3.2 沒有建立全面引人標準 19

3.3 甄選辦法運用不合理 20

3.4管理缺陷造成招聘吸引力差 21

3.4.1學校待遇發展前景等因素限制 21

3.4.2學校的組織結構及績效考核方面的不合理 22

第4章 RH會計學校人員招聘問題解決對策 25

4.1 科學制定人力資源規劃 25

4.2 完善人員招聘標準體系 27

4.3 優化人員招聘流程，拓展人員招聘渠道 31

4.3.1優化人員招聘流程 31

4.3.2 拓展人員招聘渠道 37

4.4 增強企業人才吸引力 40

結束語 42

參考文獻 43

 

圖形目錄

圖1-1 崗位分析相關內容 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會計學校組織機構圖 13

圖2-2RH會計學校招聘流程 14

圖4-1人力資源規劃具體內容 27

圖4-2RH會計學校招聘體系流程圖 32

圖4-3RH會計學校招聘人力資源部門和用人部門的職責分工 34

 

表格目錄

表2-1RH會計學校深圳校區近三年教師招聘人數情況 15

表2-2RH會計學校深圳校區近三年教師招聘學歷情況 15