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This article explores HRM issues in Chinese multinational enterprises (MNEs), in particular, the recruitment, selection and repatriation of expatriate management in ten Chinese MNEs. Owing to the rapid growth of internationalization of Chinese firms, IHRM in the Chinese context has been attracting both academic and practitioners' interest. The approach of Chinese MNEs to IHRM has become an urgent area of management study. This article represents one part of the results of a recent study of Chinese IHRM. It concludes that, even though recruitment and selection policies and practices in Chinese MNEs are more progressive in adopting modern HRM concepts than is the case in domestic Chinese firms, current practices are still divergent from those of major Western MNEs. 相似文献
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面试作伪行为是求职者对于面试问题的虚假回答,会严重影响企业招聘效度.本文运用问卷调查法与实验法,研究作伪动机、作伪能力和作伪机会对面试作伪行为的影响.结果表明,作伪动机显著影响面试作伪行为及其四个维度,作伪能力和作伪机会在作伪动机和面试作伪行为之间起调节作用.在理论与实证分析的基础上提出面试作伪行为的应对策略,对于降低作伪行为对招聘效度的影响具有一定的作用. 相似文献
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The Effectiveness of Recruitment Advertisements and Recruitment Websites: Indirect and Interactive Effects on Applicant Attraction 下载免费PDF全文
This study compares the effect of printed recruitment advertisements and recruitment websites on applicant attraction and shows how these recruitment activities interact with one another. Our results indicate that websites have a significantly stronger impact on applicant attraction than printed advertisements. We show that websites and printed recruitment advertisements have an indirect effect on applicant attraction that is mediated by employer knowledge. Furthermore, printed advertisements supplement the positive effects of websites and, thus, the simultaneous use of multiple recruitment activities directly influences applicant attraction. © 2014 Wiley Periodicals, Inc. 相似文献
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本文就企业在实际招聘工作中存在的常见问题进行分析,在此基础上提出相应的对策。旨在建立和完善招聘体系,确保企业能挑选出合适的人才并安置在合适的岗位,实现企业和个人利益的双赢。 相似文献
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We examine training and recruitment policies in a two‐period model that nests two forms of production, “routine” work where ability and effort are substitutes and “creative” work where they are complements. Alternative ways of improving average ability have opposite implications for agents' career concerns. Although teaching to the top (training complementary to ability) or identifying star performers increases agents' career concerns, teaching to the bottom has the opposite effect. The paper also makes more general comments relating to models of reputation. 相似文献
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为了满足人力资源需求,企业需要利用各种渠道发布招聘信息,并选择合适的方法和工具甄选人才.文章根据笔者多年人力资源工作经验,分析了人才招聘在现代企业中的应用. 相似文献
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为了满足人力资源需求,企业需要利用各种渠道发布招聘信息,并选择合适的方法和工具甄选人才。文章根据笔者多年人力资源工作经验,分析了人才招聘在现代企业中的应用。 相似文献
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面对日渐强大的人才市场,作为企业领导人,你会不会担心员工更频繁地跳槽。因此,公司在内部流动项目上需要投入更多资金,为把员工留在公司从事新工作而创造机会,不失为具有建设性的解决建议。 相似文献
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上市公司利润操纵一般是指上市公司为了某种目的,运用各种手段人为调节利润的行为。一般认为,公司采取会计政策的选择或其他手段通过增加或减少损益类科目,人为抬高或压低利润的行为,就是利润操纵。学术界对利润操纵概念的主要分歧在于,利润操纵到底是不是违法违规行为。一种观点认为,利润操纵中有一部分是采用合规的方式来调节利润,而另一部分则是违法违规行为。有些利润操纵行为违反了会计方面的有关法律法规,但有相当一部分利润操纵行为并不违反法律法规,这使得对利润操纵行为的辨别更为困难。另一种观点认为,利润操纵就是通过违法违规方式调节利润, 相似文献
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Alan Manning 《Oxford bulletin of economics and statistics》2000,62(S1):747-770
This paper is a study of the process by which employers in five relatively low-wage British firms fill vacancies. It studies the determinants of the number and quality of applicants, the way in which these applicants are selected for interviews and offered jobs. The main conclusions are that thenumber of applicants is relatively small, the monetary and non-monetaryaspects of jobs are important determinants of the number of applicants forjobs, but that firms do eventually fall virtually all vacancies. Non-employedjob applicants have more difficulty in getting a job interview than those whoare currently employed but, once interviewed, do not appear to face any further difficulties in getting employment. 相似文献
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随着社会多元化发展,人才使用的方式也愈趋灵活,许多企业采用人才派遣的形式招录员工,节约用人成本。为了充分满足客户的不同需求,人力资源服务机构将人才派遣服务作为其主要业务内容之一。同时,需要制定规范的招聘录用操作流程,以保证优质服务,保障稳定的客户源。 相似文献
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随着市场经济的发展,我国的市场体系在不断地完善。同时,随之而来的就是人力资源流动频率加大。为了能够招用到合适的人才,企业相应的人力资源招聘工作的重要性日益凸显出来。然而,在目前的劳动力要素市场上一些虚假信息大量充斥。[编者按] 相似文献
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人力资源管理工作应该受到企业的重视,进而得以保障自身企业的发展和建设.但现今很多企业人力资源管理的工作都存在很大的问题,人力资源管理工作质量和效率得不到保障,进而企业的发展和建设会受到严重的影响,企业只有做好招聘工作并保障人力资源管理水平,才能够推动企业稳定的发展建设.笔者将详细针对企业人力资源管理工作中人员招聘问题进行分析,然后针对问题探究应对策略,进而为企业发展奠定良好的保障. 相似文献