摘要：内部招聘是现代企业人力资源管理中的一个重要组成部分，在组织内部招聘到合适的人才十分重要，内部招聘有利于企业节约成本、调动员工的积极性、员工能够更快的适应新工作，从招聘的有效性和可信性来看，内部招聘准确性高，但是由于内部招聘的选拔机制不透明、内部招聘信息不够公开、内部晋升体制不健全、内部选拔能岗不匹配、过多的内部招聘可能导致效率降低，使得内部招聘难以保证质量，容易造成“近亲繁殖”，抑制创新，此外因处理不公、方法不当或者员工个人的原因，可能会在组织中造成一些矛盾，产生不利的影响。本文通过对内部招聘的研究，结合苏宁电器分析了企业内部招聘存在的问题，并有针对性的提出解决方案：在遵循企业招聘规章制度的基础上有效地进行岗位分析，恪守人岗匹配准则以避免近亲繁殖，此外丰富内部招聘形式，根据岗位特点运用内外部相结合的招聘形式，同时稳定落选员工情绪，深化员工培训。
关键词：人力资源；内部招聘；苏宁电器
Abstract：Internal recruitment is an important part of modern human resource management, and it is very important for the organization to recruit the right talent. As far as the company is concerned, it can save costs, mobilize the enthusiasm of the staff, and the employees can adapt to the new job as soon as possible. For the effectiveness and credibility of the recruitment, internal recruitment has high accuracy. But due to the opaque choice of the selection mechanism of the internal recruitment, it also has improper internal and external recruitment. So it is hard to guarantee quality. Internal recruitment easily leads to "inbreeding", stifle innovation, in addition, due to processing unfair, improper or personal reasons, it may cause some conflicts and a negative impact in the organization combined with Su Ning Appliance. This paper analyses the problems of internal recruitment: the management concepts backward; system is not perfect; the post does not match with capability. Too much internal recruitment may lead to reducing efficiency. And this paper gives the solution to solving the problems: certain principles and procedures; reasonably position; alternative forms of the internal recruitment; stable the emotional of staff, and deepen kinds of training of staff.
Key words：Human Resource; Internal Recruitment; Su Ning Appliance
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