共查询到19条相似文献，搜索用时 562 毫秒
1.
企业外部招聘经常会面临企业与应聘者之间的信息不对称问题。应用信号博弈方法,分析企业与应聘者之间的信息不对称问题。当信号成本在不同应聘者之间存在差异性时,市场完全成功的分离均衡是企业外部招聘存在的唯一精炼贝叶斯博弈均衡。分析结论有助于企业利用信号成本来识别应聘者的真实能力,进而提高非对称信息条件下企业外部招聘的效率。 相似文献
2.
信息不对称理论在高校人才招聘中的运用 总被引：8，自引：0，他引：8
沈建民 《宁波大学学报(教育科学版)》2004,26(4):72-74
文章将信息不对称理论运用到人才市场领域，揭示出高校人才招聘中存在信息不对称问题，并提出了需要充分的信号传递和提供菜单使应聘者分离均衡的解决方法。 相似文献
3.
针对应聘者在求职过程中与用人单位之间是双向的行为选择关系,本文运用博弈论从微观层面进行分析研究,并构建在求职过程中应聘者与招聘者行为选择的博弈关系模型,探寻应聘者在求职过程中与用人单位之间如何达到双赢的局面。 相似文献
4.
招聘过程中由于信息的不对称,企业无法招聘到需要的人才,应聘者对企业的信息也是知之甚少,进入企业后对工作不满意,本文对此提出相应的对策。 相似文献
5.
学历文凭———不是显示能力的唯一信号所有的企事业单位在招聘用工时,都希望能选到具有较高能力的人。然而,面对众多素不相识的应聘者如何做出正确选择则是个难题,因为反映应聘者能力水平的信息不仅为其私人所有,而且常常为其所“隐藏”。用人单位对每个应聘者的能力... 相似文献
6.
王新春 《济南职业学院学报》2013,(3):16-18
在高校的人员选拔配置过程中,吸引人才并招聘到所需人才是提高高校竞争优势关键之所在。本文从合作角度考虑,应用"囚徒困境"来分析高校与应聘者之间的均衡博弈,并提出高校给予所需人才高的贴现率以及高的持续合作的概率预期,应聘者对于自己合适的岗位同样也给予高的预期贴现率以及高的持续合作的高概率预期。这样,基于合作能够给双方带来更大的收益的预期,能够使交往双方在重复博弈的过程中采用合作的态度,达到双方利益的共赢。 相似文献
7.
梁天 《四川教育学院学报》2010,26(1):65-67
通过筛选假设理论和信号甄别理论运用对高校人才招聘条件的分析,揭示现阶段我国高校人才招聘中存在的隐性风险及其形成的原因,提出通过选择合适的甄别、筛选信号和提供菜单使应聘者分离均衡的方法来改进高校人才招聘的路径。 相似文献
8.
笔者从电视新闻中获悉 ,在福建人才招聘会上 ,一个大学生设摊挂牌 ,牌子上写着几个醒目的大字 :谁聘我？年薪１０万！当时就有２０多个用人单位的代表对此产生浓厚的兴趣。人才招聘会上 ,一般都由用人单位招聘应聘者 ,用人单位高高在上的处于主动地位 ,应聘者处于被动地位。这位大学生敢于挂牌应聘 ,在某种意义上 ,应聘者就处于主动地位 ,吸引众多的用人单位欲欲一试 ,探个究竟。姑且不说这位大学生是否有真才实学 ,他为用人单位争创经济效益的含金量能否值１０万元 ,但这种有胆略的做法 ,自我包装 ,自我推销 ,自我创新 ,确实激活了人才市场… 相似文献
9.
李雁 《济南职业学院学报》2008,(5)
通过经济学理论中的“信息不对称”原理,分析人才招聘过程中出现的信息博弈现象,并通过心理测评和结构化面试等手段,为招聘单位应对招聘风险提出应对策略。 相似文献
10.
用人单位对毕业生质量评价的反馈信息,是指导高校教育教学改革的重要依据之一.文章采用问卷调查与访谈法,分析用人单位在人才招聘、人才使用以及人才发展过程中关注的因素及其原因,并根据统计分析结果,探讨应用型本科院校如何主动适应用人单位需求的对策. 相似文献
11.
In this study we elicit employers’ preferences for a variety of CV attributes and types of skills when recruiting university graduates. Using two discrete choice experiments, we simulate the two common steps of the graduate recruitment process: (1) the selection of suitable candidates for job interviews based on CVs, and (2) the hiring of graduates based on observed skills. We show that in the first step, employers attach most value to CV attributes which signal a high stock of occupation-specific human capital indicating low training costs and short adjustment periods; attributes such as relevant work experience and a good match between the field of study and the job tasks. In line with the preferences in the first step, employers’ actual hiring decision is mostly influenced by graduates’ level of professional expertise and interpersonal skills. Other types of skills also play a role in the hiring decision but are less important, and can therefore not easily compensate for a lack of occupation-specific human capital and interpersonal skills. 相似文献
12.
大学生就业过程中面临诸多歧视,性别歧视、地域歧视、学校歧视、身份歧视等。大学毕业生就业求职是学生、用人单位、政府三方参与的博弈过程,通过构建学生与用人单位以及用人单位与政府之间的博弈模型并对模型求解,根据对混合纳什均衡解的分析,提出治理大学生就业市场中就业歧视行为的对策和建议。 相似文献
13.
随着金融危机的冲击,大学生就业遭遇冷场,如何在求职路上获取用人单位信任,是一个至关重要的问题。进行信用档案建设,对大学生进行诚信教育,实现大学生信用档案的法制化、标准化、信息化,有助于大学生以最客观真实的面貌接受用人单位的检验,实现自身与用人单位的便捷沟通,创造更多的就业机会。 相似文献
14.
15.
A Comparative Analysis of Graduate Employment Prospects in European Labour Markets: A Study of Graduate Recruitment in Four Countries 
下载免费PDF全文
下载免费PDF全文 The aim of this paper is to provide a comparative analysis of higher education and the graduate labour markets in selected European countries (France, Germany, Spain and United Kingdom) in the context of the expectations of graduates and prospective employers, and respective recruitment and selection practices. Expectations of graduating students from a number of European collaborating universities are sought and analysed in order to find out about a match between the knowledge and skills of graduates and the needs of European employers. The study examines the process of graduate recruitment, employee and employer expectations, and the role of higher education institutions in meeting such expectations. Primary data was gathered from 252 employers and 485 final year (graduating) students through the use of questionnaires. The analysis of the data collected has revealed different approaches to but similar methods of graduate recruitment between the four countries. Despite the current differences in higher education systems and labour market trends, the expectations of employers and graduating students are more similar than different. It is concluded that EU graduates will have good employment prospects in an integrated labour market. 相似文献
16.
R. Pearse 《Higher Education》1978,7(2):157-176
The purpose of this study is to examine the process of the recruitment of students into a high-status Indonesian university, and to examine its effect upon the social composition of the student group, the utilization of talent, and its association with the incidence of disappointment for unsuccessful candidates.It is suggested that the activity of selection, by which candidates available for recruitment are differentiated, may serve to discriminate between candidates on non-academic as well as academic criteria, to underutilize available talent, and to give rise to feelings of disappointment which could become focused on the institution. The suggestion is examined by comparison of successful and unsuccessful candidates.The steps of the recruitment process which precede selection, are found to favor candidates who are unrepresentative of the society in several respects. The selection process itself is found not to differentiate between successful and unsuccessful candidates on cultural characteristics, but to differentiate on age, sex, and schooling backgrounds. The selection system is based on limited access as circumscribed by prior schooling, and provides for an inefficient utilization of talented candidates. Some of the consequences of the application of the quota system for the selection of faculty enrollments accord with national manpower priorities but others do not. Though a high level of incidence of disppointment ensues from selection, most candidates attribute lack of success to qualities of the candidate, and unsuccessful candidates tend less, rather than more, to explain their failure by reference to the institution. 相似文献
17.
＂人岗匹配＂的原则是人力资源管理最基本的原则,个人特质与胜任特征的相互匹配,是这一原则的表现形式。求职者的求职与用人单位的招聘活动实质就是个人特质与胜任特征相互匹配的过程。现实中的求职与招聘活动除了要注意它的必然性,还要注意其绝对性与相对性。 相似文献
18.
刘煦赞 《福建教育学院学报》2007,8(1):96-98
文献资源载体越来越多样,分布也越来越广,信息量正在膨胀发展,用户对信息检索的要求也越来越高,为了适应这一形势,图书馆需要向知识中心转变,利用新技术来对物理馆藏和虚拟馆藏进行整序与整合,向用户提供知识服务。 相似文献
19.
秦方方 《洛阳师范学院学报》2012,31(3):126-128
图形是CG时代不可缺少的视觉元素,具有明显的视觉心理传达优势。从视知觉心理传达过程来看,根据现有最新视知觉研究成果可知,就大范围性质来说,图形具有更大的传达优势;从信息论的角度来看,图形具有信息传达数量的优势;从图形视觉语言传播的角度来看,图形语言更直接、更广泛、更易懂;从视觉信息传达的强度来看,图形具有更为强烈的视觉张力传达优势。在以数字媒体为主的时代,认识图形所具备的这些方面的优势,对充分发挥图形语言和开拓视觉新空间与审美领域具有积极的现实意义。 相似文献