本科论文摘 要 在当今社会最被人们看重的除了新型科学技术的开发和运用，就是人才的合理招募和使用。招聘对现代企业人力资源管理的有效运行起到了很大的推进作用，内部招聘作为企业员工招聘的重要分支，为后续企业内部进行选拔和培训开发等一系列活动打下基础，从而实现逐步、持续地提高企业素质，增强企业竞争实力，以及提高企业的效能。 本文将以中国东方航空股份有限公司新员工内部招聘为例，在深度钻研了相关学者与招聘相关的理论研究的基础上，分析在该航空公司内部招聘的过程中存在的一系列问题，从人员内部招聘的调配使用、招聘成本、能岗匹配、综合素质和测评方法几个角度介绍企业的基本现状，分析内部招聘的过程中的问题所在。然后通过运用文献查阅法、访谈法、问卷调查法，分析所有调查的数据和结果，在此基础上构建与该企业匹配的胜任力模型，提出一系列能够科学地提高内部员工素质，改善内部招聘人员的效能的规划，然后下一步提出综合性的改进对策，并且希望给予类似国企单位人事招聘制度提供一些新的考察方法，促进人事制度改革，并且最终实现更为科学合理的内部招聘体系。关键词：国有企业；内部招聘；能岗匹配；胜任力本科论文 Abstract In today's society ,most valued in addition to the development and application of new science and technology, is the rational recruitment and use of talents.Recruitment has played a great role in promoting the effective operation of human resource management in modern enterprises. Internal recruitment is an important branch of employee recruitment, it lays a foundation for the following activities such as selection, training and development within the enterprise, so as to gradually and continuously improve the quality of the enterprise, enhance the competitive strength of the enterprise, and improve the efficiency of the enterprise. This paper will take the internal recruitment of new staff of China Eastern airline as an example, on the basis of in-depth study of relevant scholars and recruitment-related theoretical research, this paper analyzes a series of problems exi...
