Abstract
Talents are the core competitiveness of enterprises. In high-tech enterprises with team work as the mainstay, the recruitment and selection of team members has always been a concern of enterprises. As the first module of human resource management, recruitment is an important task of human resource management and development. Whether a company can recruit the people it needs is the key to the success or failure of the company. This paper analyzes 300 valid samples using stepwise regression analysis, and analyzes team work characteristics to study team self-determination within the team. The recruitment effect is measured in this paper using human-organization matching. The research results show that team independent decision-making positively affects human-organization matching. Task interdependence and implicit coordination have a significant positive adjustment effect on the relationship between the two. The research provides a new way for enterprise personnel recruitment.
Highlights
With the changes in the market environment, the demand for new technologies and social individualization is increasing since the high-tech enterprises have emerged
The results show that the alpha values of team autonomy decision scale, human-organization matching scale, task interdependence and team implicit coordination are all greater than 0.7, indicating that the internal consistency of the research scale is high and the reliability is good
The results show that the KMO values of the Team Creation Power Table, Human and Organization Matching Scale, Task Interdependence Scale, and Team Implicit Coordination Scale are both greater than 0.5, and Bartlett’s Sig value is 0.000, indicating the amount of research
Summary
With the changes in the market environment, the demand for new technologies and social individualization is increasing since the high-tech enterprises have emerged. This paper proposes the new ideas and recruitment angles of high-tech enterprises by studying the working methods and recruitment strategies of Bell Labs and proposing the relationship between team decision-making and people-organization matching. Businesses usually hire someone because of someone’s skills, but they don’t take into account the quality of the recruited person or the ability of the team to work This creates hidden dangers for future work, because it is not suitable for the company’s strategy, culture and value and ended up with dismissal. This kind of limited recruitment method is more obvious in industries with rapid changes in technology and market environment, such as high-tech enterprises. More influencing factors should be considered in future studies to achieve more accurate results
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