第1个回答 2012-04-22
随着社会经济的飞速发展，企业不仅要适应迅速变化的内外部环境，同时还必须应对更加激烈的竞争。而人才的争夺成为企业是否能够获得持续性发展的关键性因素。校园招聘作为初中级人才挑选和储备的主要方式，具有针对性强、易于宣传推广、便于企业品牌营销等优势，因此，越来越多的企业开始重视校园招聘，并将其作为一个独立的招聘项目进行管理。
然而，由于成本和资源的限制，以及毕业生求职存在盲目性等多种因素，薪资水平依然是毕业生在求职过程中最受到关注的因素之一，而这恰恰成为了许多实行低成本薪酬战略的企业在校园招聘项目中的劣势，企业对人才的吸引力和校园招聘的有效性也会受到影响和制约。
本文在查阅了国内外关于低成本薪酬战略和校园招聘研究的相关论述的基础上，分析低成本薪酬战略企业与校园招聘中高薪酬的吸引力之间的矛盾，并结合市场的现实状况，提出影响低成本薪酬战略企业校园招聘吸引力的四个问题。之后，本文收集、整理、汇总了两家低成本薪酬战略的代表性企业的招聘数据，通过对两家企业的招聘实战以招聘效果的比对和研究，结合本文提出的影响低薪酬战略企业校招吸引力的四个问题，探究解决的方法和途径，分析其一般规律，既可以为企业更有针对性地实施校园招聘工作提供支持，而且得出的分析结果也是建立在企业特有的条件基础上，具有实践指导意义。
本文希望通过探讨和研究低成本薪酬战略企业提高校园招聘吸引力的有效途径，能够减少企业在校园招聘中因为条件限制和求职盲目等因素带来的问题，从而提高企业校园招聘的效率和质量，并使整个招聘流程得以优化：With the rapid development of social economy, enterprises should not only adapt to rapidly changing internal and external environment, but also must deal with the more fierce competition. And the talent contention becomes whether the enterprise can obtain the sustainable development the key factor. Campus recruitment talent selection as a junior and reserve of the main way, has a strong pertinence, easy to promote, facilitate enterprise brand marketing advantage, therefore, more and more enterprises begin to pay attention to the campus recruitment, and takes it as an independent project management.However, due to the cost and resource constraints, as well as graduates job exists blindness and other factors, the salary level is still in the process of graduates in the job the most attention is one of the factors, which become a lot of cost compensation strategy in campus recruitment in the inferior, the enterprise to talented person's attraction and campus recruitment effectiveness can also be affected and restrict.On the basis of domestic and foreign about low cost compensation strategy and campus recruitment studies based on the analysis of cost, low salary strategy enterprise and campus recruitment high salary the attraction between the contradictions, and with the market actual situation, proposed effects of low cost compensation strategy in campus recruitment of enterprises attractive four problems. Later, this paper collects, compiles the two low cost compensation strategy for representation of the enterprise recruitment data, the two enterprises recruitment to recruitment effect than actual combat and research, combined with the effects of low salary strategy enterprise school recruit attractive four issues, to explore the solution method and the way, analyzes its general rule, for enterprise can more targeted implementation of campus recruitment to provide support, and the analysis results obtained is also based on the characteristic of enterprise based on the condition, has the practical significance.This paper aims to explore and study the low cost compensation strategy for enterprises to improve the campus recruiting attractive way, can reduce the enterprise recruiting on campus because of conditions and factors such as job blindly problems, thereby improving the efficiency and the quality of campus recruitment of enterprises, and make the whole recruitment process can be optimized.
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第2个回答 2012-05-06
With the rapid economic development of society, the enterprise should not only to adapt to the rapid change of internal and external environment, and also have to deal with more intense competition. And snatch become enterprise whether can obtain continuous development of key factors. Campus recruitment and intermediate talents as the main way of selecting and reserves, have specific aim of strong, easy to promotion, marketing and brand advantages to enterprises, therefore, more and more companies are paying attention to the campus recruitment, and use it as an independent recruitment program management.
However, due to the cost and resource constraints, and graduate job exists many factors such as blindness, salary level is still graduates in the job search process of one of the most attention factors, and it is just as many a low cost compensation strategy enterprise in campus recruitment program's disadvantages, enterprise on the talent attraction and the effectiveness of the campus recruitment, also can be affected and restraint.
Based on consulting on low cost at home and abroad salary strategy and campus recruitment relevant research discusses, and on the basis of analysis of the low cost compensation strategy with high salary enterprise campus recruitment of the contradiction between the attraction, and combined with the reality of the market condition, puts forward the affect low cost compensation strategy enterprise campus recruitment attractive four questions. Later, this paper collection, arrangement, summarizing, two low cost compensation strategy of the enterprise representative for data, through to the two companies in the hiring of the actual combat the effect of recruitment than and research, combining the proposed affect low salary strategy enterprise school recruit attractive four questions and explore the methods and ways to solve, analyzes the general rules, can be either for enterprise more specific to the implementation of campus recruitment support work, and that the results of the analysis is based on enterprise special conditions foundation, has practical significance.
This paper discusses and hope that through the low cost compensation strategy enterprises improve campus recruitment attractive effective way, can reduce the enterprise in the campus recruitment because of the condition of the limit and job factors such as the blind of the problems so as to increase the efficiency and quality of campus recruitment, and make the entire recruitment process be optimized.
第3个回答 2012-04-22
With the rapid economic development of society, the enterprise should not only to adapt to the rapid change of internal and external environment, and also have to deal with more intense competition. And snatch become enterprise whether can obtain continuous development of key factors. Campus recruitment and intermediate talents as the main way of selecting and reserves, have specific aim of strong, easy to promotion, marketing and brand advantages to enterprises, therefore, more and more companies are paying attention to the campus recruitment, and use it as an independent recruitment program management.
However, due to the cost and resource constraints, and graduate job exists many factors such as blindness, salary level is still graduates in the job search process of one of the most attention factors, and it is just as many enjoy low ?本回答被提问者采纳
第4个回答 2012-05-07
人员重聘
有些单位由于某些原因会有一批不在位的员工，如下岗人员、长期休假人员(如曾因病长期休假，现已康复但由于无位置还在休假)，已在其他地方工作但关系还在本单位的人员(如停薪留职)等。在这些人员中，有的恰好是内部空缺需要的人员。他们中有的人素质较好，对这些人员的重聘会使他们有再为单位尽力的机会。另外，单位使用这些人员可以使他们尽快上岗，同时减少了培训等方面的费用。