A STUDY OF ASSESSMENT ON EFFECTIVENESS OF RECRUITING CHANNELS- A CASE STUDY ON A CATERING GROUP

• Main Authors: Tsung-Hsien Yu, 余宗憲
• Other Authors: Chien-Te Ho
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/ru5t2b

碩士 === 元智大學 === 管理碩士在職專班 === 105 === Talent management is to be achieved through five major processes in human resources management, which are selection, staffing, training, promotion and retention. Wherein, selection of talent is the utmost important segment for human resources. The goal of which is to identify and attract potential employees through recruitment. In the literatures relating to recruitment, the importance of hiring channels which come in contact with various applicants are highly stressed. Each and every recruitment channel has its own assessment indices to evaluate the pros and cons of that channel. Thus, businesses seek excelling talents through various channels and assess all costs and manpower invested to search for a more economical and cost-effective way of operation. By this, this study takes A Catering Group as an example to investigate the assessments on effectiveness of recruiting channels. With the recruitment channels adopted by this company and their current usages, this study adopts two assessment indices, which are the appointment rate of pre-hire outcomes and the retention rate of post-hire outcomes respectively to understand whether there is a difference exists on recruitment effectiveness of grassroots staff due to choosing of different recruitment channels.