Investigation report on recruitment link in human resource management of XX enterprise

A few days ago, China Human Resources Network conducted an online survey on HR work status. Among the 1068 people who participated in the survey, 1036 people were effectively surveyed, with an effective rate of 97%. Among all the interviewees, the proportion of HR from South China is relatively high, accounting for 34.6%, followed by East China, accounting for 27.7%, and the HR from Northeast China is relatively small, accounting for only 4.2%, with obvious regional differences. The age distribution of HR population tends to be younger, accounting for 67.5% in 22-28 years old and 25.9% in 29-35 years old. 35-40 years old accounted for 4.7%; Only 1.9% are over 40 years old. Correspondingly, 20.3% of them have been engaged in HR within 1 year, 46% for 4-6 years, 23.2% for 7-9 years, and 4% for more than 10 years. From the perspective of academic qualifications, among all the workers engaged in HR, most of them have college or undergraduate education, with college education accounting for 36.2% and undergraduate education accounting for 55.9%. There are very few highly educated people engaged in HR work, among which 5.2% are masters and only 0. 1% are doctors. How to write the survey report, how to write the market survey report, the format of the survey report, the survey report on going to the countryside, the environmental survey report, the survey report on college students, the survey report on middle school students and the survey report on rural education? In terms of positions, among all investigators, the proportion of assistants is 16.2%, that of commissioners is 29%, that of supervisors is 30%, that of managers is 22.3%, and that of directors is 2.5%. In this survey, we learned about the nature and composition of the enterprises where HR works. The results show that the HR ratio from private enterprises is 28%, that from private enterprises is 3 1%, that from state-owned enterprises is 10%, that from Sino-foreign joint ventures is 12%, and that from wholly foreign-owned enterprises is 19%. Among the personnel engaged in HR, the proportion of men is relatively small, accounting for 38%. However, in high-end positions, the proportion of men is significantly higher than that of women, accounting for 30.8%, while women engaged in high-end HR positions only account for 4.4% of the total number of women. Most women are engaged in low-end HR positions, accounting for 55% of the total number of women and 40.6% in middle-end positions. Although the high-end positions in HR, such as HR director, are mostly men, 56% of the respondents believe that gender is not the main reason that affects the promotion of HR positions, and only 6.5% believe that gender has a great relationship with job promotion. Although the proportion of women working in HR is relatively large at present, with the increasing role of HR in enterprises, more and more enterprises regard HR as a strategic partner at the decision-making level. At this time, gender differences are very obvious in HR work. HR is a job suitable for women. When dealing with employees, women's delicacy, gentleness and sensitivity make them more approachable than men. This survey shows that 53.2% people think that men are more suitable for HR work than women, and they are more decisive in dealing with problems and have a holistic view, which shows that modern HR work is no longer a simple personnel and salary management. It requires HR practitioners to have a strategic and forward-looking vision and look at human resource management from the height of enterprise decision-making. As long as it is forward-looking and pioneering, it is the same for men and women, and there will not be much difference. Whether men or women, what height they can reach in the process of career development depends on the height of their professional personality. From this perspective, gender is not the most important measure. In different stages of enterprise development, human resources work plays different roles. When the enterprise is in the establishment period, the HR department is an auxiliary department of enterprise management, which carries out transactional work such as personnel recruitment, training and salary management, reflecting a strong technical background; When the enterprise enters a period of stable development, the HR department becomes a partner of the decision-making level of the enterprise, and puts forward constructive opinions on the core issues such as the development strategy and human resource planning of the enterprise. In this survey, 63.2% of the respondents think that HR work needs technical work, while 27.6% think that HR work has no technical content, which shows that for many small enterprises or enterprises in the establishment period, HR workers need to further improve their understanding of their work. This survey shows that the vast majority of HR consider themselves to be far-sighted and passionate workers, familiar with the company's business processes, and will give consideration to human feelings and systems in their work. Of course, when asked whether the income and pay of HR work are balanced, 74.4% of HR think that the income and pay are unbalanced, and the gains are far less than the pay. Only 25. 1% people think that income is directly proportional to pay, mostly from state-owned enterprises or foreign-funded enterprises. At this point, it has a lot to do with whether the enterprise attaches importance to HR work. 2 1.3% people think that enterprises don't pay much attention to HR, and they play the role of "punching bag" in enterprises, and HR work is only a simple transaction execution; 47.7% of the people think that enterprises attach average importance to HR, and they position themselves as "firefighters" of enterprises; 25.8% people think that enterprises pay more attention to HR, and only 5.2% people think that they are highly valued by enterprises and have made great contributions to the strategy of enterprises. They regard HR work and their roles as "advisers" of enterprises, participate in the formulation of strategies, and make great contributions to the development of enterprises. The salary level can reflect the importance of a position in an enterprise to a certain extent. Generally speaking, the salary of HR is lower than that of R&D, marketing, production and other departments at the same level, which reflects that the importance of HR has not been recognized by enterprises. There may be the following reasons for this situation: First, the influence of traditional ideas. Traditionally, human resource management is often confused with personnel management, and it is regarded as administrative logistics work, which cannot be compared with front-line production departments such as production and marketing, which invisibly reduces the importance of HR work; Second, the composition of HR practitioners. In many enterprises, most people engaged in HR work come from the former administrative logistics department, lacking professional HR knowledge and vision, and even unable to carry out and carry out the work based on enterprise strategy, which objectively weakens the importance of HR work. Therefore, in most enterprises, human resources are far less important than positions such as R&D and marketing. Based on the above reasons, it is not difficult to understand why this survey found that about 59. 1% people have the intention to jump ship in the near future, looking for a more suitable enterprise for their own development. This survey also focuses on the analysis of the importance attached by enterprises of different natures to human resources work. As can be seen from the following figure, the survey data shows that enterprises of different nature attach importance to HR, which can be roughly divided into two categories: one is represented by private enterprises and private enterprises, and the other is represented by state-owned enterprises, joint ventures and sole proprietorships. The former pays less attention to HR than the latter. Less than 10% of private enterprises attach great importance to HR, while more than 25% of foreign enterprises attach great importance to HR. The reason why private enterprises and private enterprises do not pay enough attention to HR may be that most of them exist in the form of families, and family nepotism has become the standard for hiring employees. State-owned enterprises, joint ventures and foreign-funded enterprises are different, especially foreign-funded enterprises attach great importance to the selection of talents and have very strict requirements for talents. The development of an enterprise depends on the quality and ability of human resources. Secondly, private enterprises and private enterprises are small in scale, and their management models are different from those of foreign-funded enterprises to some extent. They put the human resources department in the auxiliary role of enterprise decision-making, but did not promote the human resources department to the partnership of strategic formulation, which made the importance of human resources not obvious in enterprises. As a functional department of an enterprise, the human resources department plays a service and support role in normal enterprise operation activities, and its core work lags behind other departments. Therefore, most people have great prejudice against the role of HR, including HR workers themselves, and are often confused about the way to realize their own values, and use this as an excuse to complain and have an unbalanced mentality. Since HR workers choose human resource management as their career, they are willing to pay time and energy for it. Therefore, as human resources practitioners, they must understand the country's economic and social environment, the industry trend of the enterprise, the development stage of the enterprise and the unique cultural values, must engage in their own work with a tolerant attitude, and tolerate other departments and others with a broad mind. Only by fully understanding your own professional characteristics and adjusting your mentality can you achieve professional success. Only by being calm and prepared for a rainy day and turning the tide at a critical moment can the value of HR workers be truly reflected.