How to write opinions on recruitment management issues

1.1 Background and significance of the topic

In the current development of society, talents are core capital for all organizations. The emphasis on recruitment means the emphasis on talents. How to quickly form an efficient organization is its significance. Only by assigning personnel and posts according to the needs of the positions can we achieve the expected human resources management effect, which is also a prerequisite that cannot be ignored.

Human resources are the most basic elements in the operation and production of any enterprise, and human resource management issues have become the primary issue in the development process of enterprises. If an enterprise wants to promote its development by acquiring excellent talents, it first needs to recruit talents to inject fresh blood into the enterprise.

In today's society, it is undeniable that talent competition has become one of the keys to the core competition of enterprises, and we must dare to introduce outstanding talents. The prerequisite for managers to have power is to establish a fair and just platform, and the assessment system must be clear, and personal income must be linked to performance. Talent is the first capital of an enterprise. This is an undoubted fundamental issue. The competition for talents is the competition in the market. With the continuous development of society and the increasingly fierce market competition, enterprises' desire for talents has become stronger and stronger, and their requirements have gradually increased. Talent is the basis for realizing the improvement and innovation, development and growth of modern enterprise management.

In recent years, enterprises have experienced labor shortages, and customers’ production orders have been shelved, delayed, or even difficult to complete. This has become the first topic reported by the media and is also one of the problems for enterprises to survive. Therefore, the "recruitment and employment war" between enterprises and industries is not only a competition for the quantity and quality of employees, but also a "protracted war" for the long-term harmonious development of enterprises and industries. The "labor shortage" phenomenon is becoming more and more serious, affecting the interests of enterprises. It involves the government's macroeconomic policies and people's lives. The Ministry of Human Resources and Social Security has consulted companies and experts many times to seek effective solutions.

Now, the post-00 generation has become the main force of migrant workers. Their thinking is more active, they are more familiar with the products of the civilized world, and they are ahead of the elderly in terms of cognitive time and thinking horizons. Among them, outstanding people are full of fantastic ideas and will eventually shine. In early 2018, it was also reported that a 17-year-old student from Dongguan E-Commerce College had made millions of yuan by posting on the media’s WeChat official account. But this is just an example, there are more than one outstanding people. At the same time, more post-00s generation lack a sense of direction and independence. When they live in an era where clothes come from their hands and food comes from their mouths, they are the apple of their parents' eyes. Therefore, what is completely reflected in the work is another mentality: negativity, sluggishness, and loss of fighting spirit; among this group of people, many people are addicted to games and trapped in the maze of mobile phones. Therefore, the post-00s generation does not have the pressure to support their families. They may change jobs at any time because of temporary unhappiness, which brings challenges to corporate HR.

........................

1.2 Research content and ideas

1.2.1 Research content

This article briefly describes the theory of recruitment management, studies the current situation of recruitment in KG Company, discusses the problems in recruitment in KG Company, and analyzes the reasons for the problems. , and then develop a recruitment improvement plan. This article mainly contains five chapters, as follows:

Chapter 1 describes the research background and significance of the article, and explains the research content and ideas.

Chapter 2 is a review of relevant theories of recruitment management. The first is the related concepts of recruitment management, and then the recruitment process and five recruitment channels are explained, namely: internal recommendation, social recruitment, online recruitment, campus recruitment, and headhunting recruitment. Then it elaborates on the principles and processes of recruitment, and discusses the impact of effective recruitment on enterprises from three dimensions: channels, costs, and results. Finally, the practical experience in recruitment at home and abroad is elaborated.

Chapter 3 analyzes the current situation of recruitment management of KG Company. First of all, a brief introduction to KG Company, including corporate size, operating conditions, organizational structure, strategic policies, etc.

Then the recruitment status of KG Company was elaborated on the recruitment of three categories of personnel, namely the analysis of recruitment team, recruitment process and recruitment process. Subsequently, the problems existing in the recruitment process of KG Company are elaborated and the reasons for these problems are analyzed.

Chapter 4: Formulate an optimization plan for KG Company’s recruitment management. First, the principles and ideas for improving recruitment management are explained. Then, recruitment plans and programs are formulated according to three categories: production personnel, R&D personnel, and management personnel. Mainly in four aspects: first, improve the ability and level of the company's recruitment team through external introduction and internal training; second, improve the job description through job analysis and use it for recruitment; third, clarify recruitment through the preparation of human resources planning needs and formulate scientific and reasonable recruitment plans; finally, establish the company's talent pool system and differentiated problem solutions for each section. Afterwards, the recruitment effect is evaluated.

Chapter 5 puts forward the safeguard measures for implementing the improvement plan, namely: organizational analysis guarantee, system guarantee, and financial guarantee. Finally, the research conclusion of this article is obtained