【作者】 王琪；

【导师】 张鹏程；

【作者基本信息】 华中科技大学 ， 工商管理（专业学位）， 2023， 硕士

【摘要】 近年来,互联网货运平台在信息技术创新浪潮中迅猛发展,为货运行业发展和变革提供了新的契机。然而,与其他“互联网+”的平台相比,当前互联网货运平台信息化和技术发展都还处于相对初级阶段,组织对互联网人才的需求量越来越高,人才竞争不断加剧。完善高端人才招聘的组织能力,提升高端人才招聘的水平和效率,能够更快速精准的为企业引入优秀人才,H公司作为一家成长型的互联网货运平台,同样面临高端人才招聘难的困境,急需采取措施加强高端人才招聘的能力建设,提升企业核心竞争力。本文通过对组织能力的相关理论进行研究和分析,选取了在实践中更便于指导解决具体问题的“杨三角”理论作为主要的理论框架。继而对H公司当前高端人才现状及招聘数据分析,结合“杨三角”的组织能力诊断方法,从员工能力、员工治理和员工思维三个维度出发设计访谈和问卷,进行组织诊断,梳理出过往高端人才招聘能力建设中的问题,因地制宜地提出H公司高端人才招聘能力建设优化的建议和方案。通过调研分析得出以下结论:H公司高端人才招聘组织能力建设中较为突出的问题是人才识别和吸引能力弱、流程标准缺失、激励制度不健全。最终基于“杨三角”中对员工能力、员工治理、员工思维三个方面的综合提升思路,构建高端人才招聘能力提升的策略,在保持现有优势的基础上强化短板建设。员工能力模块通过内培的方式对所有员工人才识别和吸引能力进行提升,员工治理模块通过咨询公司对标外部企业,在权责划分和关键流程治理上进行提升,员工思维模块以员工的荣誉和激励制度建设作为重点切入,同时重视企业价值观和招聘实际场景的结合。在H公司高端人才招聘能力建设研究中,本文重视三个模块的全面提升,并关注其他相关部门和模块的协同和支持,以点带面逐步提升组织能力,同时也为其他同类型企业的高端人才招聘能力建设提供一种参考视角。更多还原

【Abstract】 In recent years,the Internet freight platform has developed rapidly in the wave of information technology innovation,providing a new opportunity for the development and reform of the freight industry.However,compared with other "Internet +" platforms,the current information and technology development of Internet freight platforms are still in a relatively initial stage,and the demand for Internet talents is getting higher and higher,and the competition for talents is intensifying.Improve the organizational ability of high-end talent recruitment,improve the level and efficiency of High-end talent recruitment,and introduce outstanding talents to the enterprise more quickly and accurately.As a growth-oriented Internet freight platform,H company is also faced with the dilemma of high-end talent recruitment.Therefore,it is urgent to take measures to strengthen the capacity building of High-end talent recruitment and enhance the core competitiveness of the enterprise.Through the research and analysis of the relevant theories of organizational ability,this paper chooses the "Yang Triangle" theory,which is more convenient to guide the solution of specific problems in practice,as the main theoretical framework.Then,based on the analysis of H Company’s current status of high-end talents and recruitment data,combined with the organizational capacity diagnosis method of "Yang Triangle",interviews and questionnaires are designed from three dimensions of employee capacity,employee governance and employee thinking,organizational diagnosis is made,problems in the past High-end talent recruitment capacity construction are sorted out,and suggestions and schemes for the optimization of H Company’s High-end talent recruitment capacity construction are proposed according to local conditions.Through investigation and analysis,the following conclusions are drawn: The more prominent problems in H company’s High-end talent recruitment organizational capacity building are weak talent identification and attraction ability,lack of process standards,and imperfect incentive system.Finally,based on the comprehensive improvement ideas of employee ability,employee governance and employee thinking in "Yang Triangle",the strategy of improving High-end talent recruitment ability is constructed,and the short board construction is strengthened on the basis of maintaining the existing advantages.The employee ability module improves the talent identification and attraction ability of all employees through internal training;the employee governance module improves the division of rights and responsibilities and the management of key processes through the evaluation of external enterprises by consulting companies;the employee thinking module focuses on the construction of employee honor and incentive system,and attaches importance to the combination of corporate values and actual recruitment scenarios.In the research on High-end talent recruitment capacity building of H company,this paper attaches importance to the overall improvement of the three modules,and pays attention to the collaboration and support of other relevant departments and modules,so as to gradually improve the organizational capacity with various aspects,and also provides a reference perspective for the High-end talent recruitment capacity building of other similar enterprises.更多还原