2.3.3 招聘管理在企业中的地位人是一切管理工作的基础。人员招聘管理

2.3.3 The position of recruitment management in the enterprise <br>is the basis of all management work. The reason why the personnel recruitment management work is in the basic position of human resources management in the organization is determined by the content of personnel recruitment work and its position in human resources management. <br>For newly established enterprises, staffing is undoubtedly a prerequisite for the operation of the enterprise. If a certain number and quality of employees cannot be recruited and the company's staffing cannot be completed, the company cannot operate. For a functioning enterprise, changes in the enterprise environment, adjustment of strategic objectives and adjustment of the enterprise structure all require the enterprise's human resources system to be open, continuously input and output of human resources, so that each position of the enterprise can be timely allocated Appropriate talents to ensure that the company forms healthy productivity, supports the realization of the company's strategic goals, and forms a sustainable development capability. <br>2.3.4 The role of recruitment management in human resource management <br>Specifically in human resources management, the role of recruitment management is mainly reflected in the following points: <br>(1) Effective recruitment management can improve employee satisfaction and reduce employee turnover rate. "Employing the right person from the beginning will bring considerable benefits to the employer. Some experts even believe that the effectiveness of recruitment management, especially in small organizations, may be the key to the difference between profit and loss. In short In addition, effective recruitment management means that employees will adapt to his position, and the company and the work they are engaged in will bring him higher job satisfaction and organizational responsibility, which will reduce employee absenteeism, low morale and employee turnover. <br>( 2) Effective recruitment management will reduce the training burden for employees. Newly recruited employees are like raw materials for manufacturing products, their basic qualities, mastery of skills and knowledge, professional counterparts, etc., both for employee training and use Great impact. If the company's staff recruitment is not done well, the introduction of employees with poor quality or professional counterparts will not only cost more training costs when training, but also because of the gap between themselves and the post Waiting will bring a long-term heavy burden to the company. On the contrary, employees with better quality, higher knowledge and skills, and professional counterparts will receive better training, and after training, they will become qualified employees and have a higher chance of creating high performance.<br>(3) Effective recruitment management will enhance team morale. Most of the work in the organization is not done by employees alone, but by a team of multiple employees. This requires that the organization should understand and grasp the differences in employees' cognition and personality in the deployment of team members, and reasonably match according to work requirements so that they can get along in harmony and create maximum team work performance. Therefore, effective recruitment management will increase the morale of the team, so that employees within the team can cooperate with each other and work happily and efficiently. <br>(4) Effective recruitment management will reduce the incidence of labor disputes. Employees inevitably have working connections with supervisors, colleagues, subordinates and customers. In dealing with work relations, employees themselves handle differences in language, numbers, and other information abilities due to differences in work skills, education, and professional knowledge, especially differences in temperament and personality. inevitable. If the recruitment is strictly controlled, try to recruit employees according to the requirements of the corporate culture, so that the new employees not only meet the job qualifications at work, but also meet the needs of the organization in terms of personality characteristics and cognitive level, especially the pursuit of their own interests. , Will reduce the incidence of labor disputes. <br>(5) Effective recruitment management will improve the performance level of the organization. The use of standardized recruitment procedures and scientific selection methods can attract and retain the excellent talents that the organization really needs. Excellent employees do not need a working environment adaptation period. Their common feature is that they can quickly change roles and enter a state, and can create job results in a short period of time without requiring a lot of training. <br>According to the above theoretical knowledge and reliable data, scientific recruitment management and the correct recruitment management strategy can bring unlimited benefits to the enterprise, and the improvement of the enterprise's interests can bring more benefits to the employees and create a high level of employees. Performance, which promotes the improvement of the overall performance level of an organization, is the highest level of an organization pursuing effective recruitment management.

2.3.3 The position of recruitment management in the enterprise<br>Man is the foundation of all management. The reason why the recruitment management is in the basic position of human resource management in the organization is determined by the content of recruitment and the position in human resource management.<br>For the newly established enterprises, staffing is undoubtedly a prerequisite for the operation of enterprises. If you can't recruit a certain number and quality of employees, can't finish the enterprise staffing, the enterprise can not operate. For the operating enterprises, the changes in the enterprise environment and strategic objectives and the adjustment of enterprise structure, all require the enterprise's human resources system to be open, and constantly input and export human resources, so that all positions in the enterprise can be timely with the right talent, to ensure that the enterprise to form a healthy productivity, support the achievement of the strategic goals of enterprises, the formation of sustainable development capacity.<br>2.3.4 The role of recruitment management in human resources management<br>Specifically in human resources management, the role of recruitment management is mainly manifested in the following points:<br>(1) Effective recruitment management can improve employee satisfaction and reduce staff turnover. "Hiring the right people from the start would bring considerable benefits to employers. Some experts even believe that the effectiveness of recruitment management, especially in small organizations, may be the key to making a difference between profit and loss. In short, effective recruitment management means that the employee will be fit for his position, and the business and the job he is engaged in will lead to a high level of job satisfaction and organizational responsibility, which in turn will reduce absenteeism, low morale and employee mobility.<br>(2) Effective recruitment management will reduce the training burden of employees. Newly recruited employees, like the raw materials for the manufacture of products, their basic quality, skills and knowledge of the degree of mastery, professional right, etc. , on the training and use of employees have a great impact. If the recruitment of enterprise personnel is not good, the introduction of poor quality or professional wrong staff, in their training not only to spend more training costs, but also because of their own gap with the post, etc. will bring a long-term heavy burden on the enterprise. On the contrary, better quality, higher knowledge and skills, professional counterparts will be better training effect, after training to become qualified employees, the chances of creating high performance is also higher.<br>(3) Effective recruitment management will enhance the team's work morale. Most of the work in the organization is done not by employees alone, but by teams of multiple employees. This requires the organization to be staffed with team members, should understand and grasp the cognitive and personality differences of employees, according to the requirements of the work reasonable match, so that they can live in harmony, to create maximized team performance. Therefore, effective recruitment management will increase the team's work morale, so that the team's internal staff can work with each other in a tacit understanding, happy and efficient work.<br>(4) Effective recruitment management will reduce the incidence of labor disputes. Inevitably, employees have to make work contact with their bosses, co-workers, subordinates, and customers at work. In the treatment of work relationship, it is inevitable that the employees themselves will have labor disputes for the benefit of differences in their skills, education and professional knowledge, and differences in language, numbers and other information skills, especially differences in temperament and character. If the recruitment control, as far as possible in accordance with the requirements of corporate culture to recruit employees, so that new employees not only in the job in line with the qualifications of the post, but also in the personality characteristics and cognitive level, especially the pursuit of their own interests also meet the needs of the organization, will reduce the incidence of labor disputes.<br>(5) Effective recruitment management will improve the performance level of the organization. The use of standardized recruitment procedures and scientific selection means, can attract and retain the organization really need the talent. Good employees do not need the working environment to adapt to the period, their common characteristic is to be able to quickly change roles, into the state, can create work results in a very short period of time without requiring a lot of training.<br>According to these theoretical knowledge and reliable data can be seen, scientific recruitment management, the correct recruitment management strategy, can bring unlimited benefits to the enterprise, the interests of enterprises, can bring more benefits for employees, create high performance of employees, promote the overall performance level of the organization, is an organization to pursue effective recruitment management of the highest state.

2.3.3 position of recruitment management in the enterprise<br>People are the basis of all management work. The reason why recruitment management is in the basic position of human resource management in an organization is determined by the content of recruitment and its position in human resource management.<br>For the newly established enterprises, personnel allocation is undoubtedly the prerequisite for the operation of enterprises. If we can not recruit a certain number and quality of employees, and complete the staffing of the enterprise, the enterprise will not be able to operate. For the running enterprises, the change of the enterprise environment and the adjustment of the strategic objectives and the enterprise structure require the human resources system of the enterprise to be open, continuously input and output human resources, so that all positions of the enterprise can be equipped with appropriate talents in time, so as to ensure the healthy productivity of the enterprise, support the realization of the strategic objectives of the enterprise, and form the sustainable development Ability.<br>2.3.4 role of recruitment management in human resource management<br>Specifically in human resource management, recruitment management plays the following roles:<br>(1) Effective recruitment management can improve employee satisfaction and reduce employee turnover rate. "Hiring the right people at the beginning will bring considerable benefits to the employer. Even some experts believe that, especially in small organizations, the effectiveness of recruitment management may be the key to the difference between profit and loss. In a word, effective recruitment management means that employees will adapt to their positions. The enterprise and the work they are engaged in can bring them higher job satisfaction and sense of organizational responsibility, which will reduce absenteeism, low morale and employee turnover.<br>(2) Effective recruitment management will reduce the training burden of employees. Newly recruited employees, like raw materials for manufacturing products, have a great impact on the training and use of their basic qualities, skills and knowledge, and whether their specialties are matched. If the recruitment work of the enterprise is not well done and the employees with poor quality or professional mismatches are introduced, it will not only cost more training costs, but also bring long-term heavy burden to the enterprise due to the gap between itself and the post. On the contrary, the employees with better quality, higher knowledge and skills, and professional counterparts will receive better training effect. After training, they will become qualified employees and have a higher chance of creating high performance.<br>(3) Effective recruitment management will enhance team morale. Most of the work in an organization is not done by employees alone, but by a team of multiple employees. This requires that the organization should know and master the differences of employees' cognition and personality in terms of team members allocation, make them get along harmoniously according to the work requirements, and create the maximum team performance. Therefore, effective recruitment management will increase the team's work morale, so that the staff within the team can cooperate with each other tacitly, work happily and efficiently.<br>(4) Effective recruitment management will reduce the incidence of labor disputes. In the work, employees inevitably have to contact with their superiors, colleagues, subordinates and customers. In dealing with the working relationship, due to the differences in working skills, education level and professional knowledge, as well as the differences in language, number and other information abilities, especially the differences in temperament and character, it is inevitable for employees to have labor disputes for the sake of interests. If we strictly control the recruitment and try to recruit employees according to the requirements of corporate culture, so that new employees not only meet the job qualifications, but also meet the needs of the organization in terms of personal characteristics and cognitive level, especially in the pursuit of their own interests, it will reduce the incidence of labor disputes.<br>(5) Effective recruitment management will improve the performance of the organization. By using standardized recruitment procedures and scientific selection methods, we can attract and retain the excellent talents that the organization really needs. Excellent employees do not need to adapt to the working environment. Their common characteristic is that they can quickly change their roles, enter the state, and create work achievements in a short time without a lot of training.<br>According to the above theoretical knowledge and reliable data, scientific recruitment management and correct recruitment management strategy can bring unlimited benefits to the enterprise, improve the interests of the enterprise, bring more benefits to the employees, create high performance of employees, and promote the improvement of the overall performance level of the organization, which is the highest level for an organization to pursue effective recruitment management.<br>