技能短缺背景下员工培训与招聘协同策略
摘 要
在技能短缺背景下，员工培训与招聘协同策略的研究旨在解决当前劳动力市场供需失衡的问题。随着技术进步和产业升级，企业面临日益严重的技能人才缺口，传统单一的招聘或培训模式难以满足企业发展需求。本研究基于人力资源管理理论，通过文献综述、案例分析和问卷调查相结合的方法，对120家制造型企业进行实证研究，探讨培训与招聘协同机制的构建路径。研究发现，建立以岗位胜任力模型为核心的协同体系能够有效提升人才获取效率；通过内部培训与外部招聘的有机融合，可以实现人力资源配置优化。
关键词：技能短缺 培训与招聘协同 岗位胜任力模型
Abstract
In the context of skill shortage, the study of collaborative strategies between employee training and recruitment aims to address the current problem of supply and demand imbalance in the labor market. With technological progress and industrial upgrading, enterprises are facing an increasingly serious gap of skilled personnel, and the traditional single recruitment or training mode is difficult to meet the development needs of enterprises. Based on the theory of human resource management, this study conducts an empirical study on 120 manufacturing enterprises through the combination of literature review, case analysis and questionnaire survey, and discusses the construction path of the collaborative mechanism between training and recruitment. It is found that establishing the collaborative system with post competency model as the core can effectively improve the efficiency of talent acquisition, and can realize the optimization of human resource allocation through the organic integration of internal training and external recruitment.
Keyword:Skill Shortage Training And Recruitment Synergy Job Competency Model
目 录
1绪论 1
1.1技能短缺背景概述 1
1.2研究意义与价值 1
1.3国内外研究现状综述 1
1.4本文研究方法与思路 2
2技能需求分析与岗位匹配 2
2.1行业技能需求变化趋势 2
2.2岗位技能要求精准定位 3
2.3技能差距评估模型构建 3
2.4匹配策略对协同的影响 4
3员工培训体系优化路径 5
3.1内部培训资源开发整合 5
3.2外部培训机构合作模式 5
3.3培训内容与岗位对接 6
3.4培训效果评估机制建立 6
4招聘策略调整与创新 7
4.1人才招聘渠道多元化 7
4.2招聘标准与技能需求契合 7
4.3校企合作培养新模式 8
4.4招聘流程中的培训前置 8
结论 9
参考文献 10
致谢 11
摘 要
在技能短缺背景下，员工培训与招聘协同策略的研究旨在解决当前劳动力市场供需失衡的问题。随着技术进步和产业升级，企业面临日益严重的技能人才缺口，传统单一的招聘或培训模式难以满足企业发展需求。本研究基于人力资源管理理论，通过文献综述、案例分析和问卷调查相结合的方法，对120家制造型企业进行实证研究，探讨培训与招聘协同机制的构建路径。研究发现，建立以岗位胜任力模型为核心的协同体系能够有效提升人才获取效率；通过内部培训与外部招聘的有机融合，可以实现人力资源配置优化。
关键词：技能短缺 培训与招聘协同 岗位胜任力模型
Abstract
In the context of skill shortage, the study of collaborative strategies between employee training and recruitment aims to address the current problem of supply and demand imbalance in the labor market. With technological progress and industrial upgrading, enterprises are facing an increasingly serious gap of skilled personnel, and the traditional single recruitment or training mode is difficult to meet the development needs of enterprises. Based on the theory of human resource management, this study conducts an empirical study on 120 manufacturing enterprises through the combination of literature review, case analysis and questionnaire survey, and discusses the construction path of the collaborative mechanism between training and recruitment. It is found that establishing the collaborative system with post competency model as the core can effectively improve the efficiency of talent acquisition, and can realize the optimization of human resource allocation through the organic integration of internal training and external recruitment.
Keyword:Skill Shortage Training And Recruitment Synergy Job Competency Model
目 录
1绪论 1
1.1技能短缺背景概述 1
1.2研究意义与价值 1
1.3国内外研究现状综述 1
1.4本文研究方法与思路 2
2技能需求分析与岗位匹配 2
2.1行业技能需求变化趋势 2
2.2岗位技能要求精准定位 3
2.3技能差距评估模型构建 3
2.4匹配策略对协同的影响 4
3员工培训体系优化路径 5
3.1内部培训资源开发整合 5
3.2外部培训机构合作模式 5
3.3培训内容与岗位对接 6
3.4培训效果评估机制建立 6
4招聘策略调整与创新 7
4.1人才招聘渠道多元化 7
4.2招聘标准与技能需求契合 7
4.3校企合作培养新模式 8
4.4招聘流程中的培训前置 8
结论 9
参考文献 10
致谢 11
