基于层次分析法的企业研发人员招聘决策模型实证研究  

Empirical Study on Decision-making Model of R&D Staff's Recruitment Based on AHP

作　　者：吴海燕[1] 杨武[2] 

机构地区：[1]清华大学深圳研究生院,广东深圳518055 [2]北京科技大学经济管理学院,北京100001

出　　处：《华东经济管理》2010年第7期150-154,共5页East China Economic Management

基　　金：中国博士后基金资助项目(20090460282);国家自然科学基金资助项目(70872058);广东省自然科学基金资助项目(9451022401003879)

摘　　要：文章提出基于AHP的招聘决策模型,并通过对某IT企业实际招聘研发人员实践数据的实证分析,验证了企业员工招聘环节采用科学合理的招聘测评模型,应用合适的测评工具,从多方位地对应聘者进行考察,而非只注重技术水平和能力的考察,不仅可以提高招聘结果的科学性和合理性的,而且也从"源头"遏止住研发人员频繁流失的势头,进而为企业研发绩效的提高提供可靠的保证。The decision-making model based on AHP is proposed in this paper.By the empirical analysis of the real practice data of recruiting IT RD staffs of an IT enterprise,we confirm that during the staff recruiting procedure,if the scientific and reasonable evaluation model for the recruitment is adopted by use of appropriate assessment tools,inspecting the candidates from multi-directional manners t rather than focusing only on technical level and ability,the rationality of the recruitment result can be improved and also the high loss ratio of RD staffs can be curbed from the ＂source＂.

关 键 词：招聘 决策模型 研发人员 人才测评 层次分析法 

分 类 号：F270[经济管理—企业管理]