I 摘要 商业经济时代，知识、技术、经验、技能等要素是这个时代的重要标识，而 作为传承这些先进生产要素的人才将成为今后众多企业争相抢夺的优势资源。优 秀的企业往往是因为其有一支优秀的人才队伍，而基层员工队伍正是这支人才队 伍的重要且主要的组成部分，资本论里讲到生产力决定生产关系，对于企业来说 承担主要生产任务的基层员工及其自身素质就构成了企业的生产力。在此基础上 企业谋求发展壮大以及经营管理层追求组织变革创新过程中所急需的骨干成员和 储备干部也都要依靠基层这个可以培育高忠诚度核心人才的摇篮来完成人才输 送。由此，基层员工作为整体而言，其自身的优劣对于企业的长期发展有较为深 远的意义。也正是基于以上原因，当基层员工作为新鲜血液引入企业的过程中， 招聘管理就显的格外重要。 PIPE股份公司是一家具有军方背景的大型国有钢铁企业，历经多年发展现已 成长为欧亿·体育（中国）有限公司龙头企业，然而近些年基层员工引进工作并不理想。本文从提升人力 资源招聘管理有效性的角度出发，以研究招聘管理领域国内外的有关理论和要素 模型为依托，以结合企业实际情况进行调查问卷设计、发放、分析、总结为基础， 通过数据统计分析工具SPSS20.0软件对43个影响招聘管理有效性的子因素进行 降维和简化后提取出7个公因子，然后通过回归分析方法得出结论，应招两类人 员自身素质及用人单位参与度、应招双方彼此了解程度、企业对于人才使用培养 晋升的各项措施、用人单位在筛选员工时应注意事项、企业在员工招纳吸引阶段 注意事项、企业对于劳动力市场关注度和求职者心理等六个要素对于PIPE公司招 聘管理工作有显著影响作用。最后在充分结合实证分析结论的基础上有针对性的 对PIPE公司招聘管理工作提出改进建议，以此帮助企业在人员选聘工作中进一步 做好人才的引进、培养、留用工作。 关键词：基层员工；有效招聘；影响因素 Abstract II Abstract Intheeraofbusinesseconomy,knowledge,technology,experience,skillsand otherelementsaretheimportanthallmarksofthisera.Astheinheritanceofthese advancedfactorsofproduction,talentswillbecomethedominantresourcesformany enterprisesinthefuture.Agoodenterpriseusallyhasanexcellentteamoftalents,And thegrass-rootsworkersistheimportantandmajorpartofthistalentteam. ItismentionedinDasKapitalthatproductiveforcesdeterminetherelationsof production.Forenterprises,thegrass-rootsworkerswhoundertakethemainproduction tasksandtheirownqualityconstitutetheproductivityoftheenterprise.Onthisbasis, thekeymembersandreservecadresurgentlyneededintheprocessofenterprise developmentandmanagementpursuingorganizationalchangeandinnovationalsorely onthegrassrootsclassasthecradleofcultivatingcoretalentswithhighloyaltyto completethetalenttransfer.Sothegrass-rootsstaffasawhole,Itsownadvantagesand disadvantageshavefar-reachingsignificanceforthelong-termdevelopmentof enterprises,Itisalsofortheabovereasonsthatrecruitmentmanagementisparticularly importantwhengrass-rootsemployeesareintroducedintoenterprisesasfreshblood. PIPECo.,Ltd.isalargestate-ownedsteelenterprisewithmilitarybackground. Afteryearsofdevelopment,ithasgrownintoaleadingenterpriseintheindustry. However,inrecentyears,theintroductionofgrass-rootsemployeesisnotideal.This paperstartsfromthepointofviewofimprovingtheeffectivenessofhumanresource recruitmentmanagement.RelyingontheRelevantTheoriesandElementModelsat HomeandAbroadintheFieldofRecruitmentManagementandBasedonthedesign, distribution,analysisandsummaryofthequestionnaireaccordingtotheactualsituation oftheenterprise.ThroughthedatastatisticalanalysistoolSPSS20.0software,43 commonfactorsthataffecttheeffectivenessofrecruitmentmanagementarereduced andsimplified,and7commonfactorsareextracted. Thenthroughtheregressionanalysismethod,itisprovedthat,Selfqualityoftwo typesofpersonneltoberecruitedandparticipationofemployers;Howwellthe recruitersandapplicantsknoweachother;Variousmeasuresforenterprisestocultivate andpromotetalents;Precautionsforemployersinselectingemployees;Precautionsof enterprisesinthestageofemployeerecruitmentandattraction;Attentionofenterprises Abstract III tolabormarketandpsychologyofjobseekers.Thesesixfactorshaveasignificant impactontherecruitmentmanagementofPIPECo.,Ltd.Finally,onthebasisoffull combinationofempiricalanalysisconclusions,thepaperputsforwardsomesuggestions forimprovingtherecruitmentmanagementofPIPECo.,Ltd,soastohelpenterprisesto furtherimprovetheintroduction,trainingandretentionoftalents. Keywords:grass-rootsstaff;effectiverecruitment;influence 目录 IV 目录 摘要................................................................................................................................I Abstract.............................................................................................................................II 第1章绪论.....................................................................................................................1 1.1研究背景和意义.................................................................................................1 1.1.1研究背景...................................................................................................1 1.1.2研究意义...................................................................................................1 1.2国内外研究现状.................................................................................................2 1.2.1国外研究综述...........................................................................................2 1.2.2国内研究综述...........................................................................................3 1.2.3文献评述...................................................................................................5 1.3研究内容与方法.................................................................................................6 1.3.1研究内容...................................................................................................6 1.3.2研究方法...................................................................................................6 1.3.3技术路线...................................................................................................7 1.4创新点.................................................................................................................8 第2章基础理论概述.....................................................................................................9 2.1招聘含义及其作用.............................................................................................9 2.1.1含义...........................................................................................................9 2.1.2作用和意义.............................................................................................10 2.2招聘的原则、常见形式及流程.......................................................................11 2.2.1招聘的原则.............................................................................................11 2.2.2常见招聘形式及其优缺点.....................................................................12 2.2.3常见招聘管理流程图.............................................................................14 2.3有效招聘意义及理论模型...............................................................................14 2.3.1有效招聘意义.........................................................................................14 2.3.2有效招聘指导理论及模型.....................................................................15 2.4本章小结...........................................................................................................17 第3章PIPE公司基层员工招聘现状及不足..............................................................19 3.1企业概况...........................................................................................................19 目录 V 3.2基层员工招聘现状...........................................................................................19 3.2.1PIPE公司基层员工界定.........................................................................19 3.2.2组织机构和样本选择.............................................................................20 3.2.3招聘管理现状.........................................................................................20 3.2.4现有招聘管理体系.................................................................................23 3.3招聘管理内外环境分析