青州卷烟厂人力资源管理机制重构研究

发布时间：2018-06-12 07:31

本文选题：人力资源管理 + 管理机制　；参考：《哈尔滨理工大学》2017年硕士论文

【摘要】：随着科技和互联网技术的不断进步,经济全球化和一体化成为历史发展的必然趋势,我国市场经济逐步完善,由此,市场竞争更加激烈,竞争的焦点逐步集中到科技和人才的竞争上。现代社会,说人才是企业的生命一点也不为过,特别是对一些需要较多技术型工人的企业,拥有核心人才对于保持企业的生存与发展至关重要。那么,如何将人力资源管理机制制定得尽可能的合理化、公开化、透明化,如何通过公司激励机制留住人才,让企业员工有更高的归属感,甚至主动为企业的生存发展贡献力量,就成为人力资源领域需要研究的重要课题。本文就是在这样的背景下,以“青州卷烟厂人力资源管理机制重构研究”为题展开研究的。归结起来,本文的研究内容主要包括以下几个方面:首先,介绍了本文的研究背景、研究目的、研究意义、国内外研究现状及评述、研究内容与方法、技术路线等内容,为后续的研究奠定坚实的理论基础。其次,介绍了“青州卷烟厂人力资源管理机制现状”,从青州卷烟厂的发展历史简介、人力资源结构概况两个方面,说明了青州卷烟厂的概况,并从薪酬体系、招聘流程、员工考核与晋升管理三个方面,介绍了青州卷烟厂现行人力资源管理机制,从中发现青州卷烟厂现行人力资源管理机制存在的问题,有:薪酬管理体系设计不合理、招聘流程设计不规范、员工考核与晋升公平性保障不足三个方面。再次,对“青州卷烟厂人力资源管理机制的影响因素”进行了分析,分析的方法主要有PEST法和主成份法,通过政治环境分析、经济环境分析、社会环境分析、技术环境分析,这四个影响因素的PEST分析的常用分析步骤,以及模型选择、模型建立、分析过程、分析结果这四个主成份分析的常用分析步骤,找到影响青州卷烟厂人力资源管理机制的因素,将其汇总并按照重要程度排序,作为后续的研究基础。第四,给出了“青州卷烟厂人力资源管理机制设计”,包括:以卷烟厂为主体的,提升卷烟厂自身的人力资源管理水平,如,确定合理的薪酬管理体系、规范员工招聘流程、加大人员考核与晋升的公平性;以政府为主体的,加大政府扶持力度,如,举办人力资源管理公益讲座或培训、组织跨地区卷烟厂人力资源管理竞赛、允许税前列支人力资源培训费用;以社会公众为主体的,加强社会监督三大部分内容。最后,给出了“青州卷烟厂人力资源管理机制保障措施”,包括:通过薪酬管理机制保障措施,使得薪酬计算标准合理化、薪酬统计发放精准化;通过招聘考核晋升机制保障措施,使得招聘流程规范化、考核标准公开化、晋升渠道透明化;通过引进第三方参与机制,实现加强社会监督的目标。
[Abstract]:With the continuous progress of science and technology and Internet technology, economic globalization and integration has become an inevitable trend of historical development, and China's market economy has gradually improved, thus, the market competition has become more intense. The focus of the competition is gradually on the competition of science and technology and talent. In modern society, it is impossible to say that talent is the life of an enterprise, especially for some enterprises that need more skilled workers, it is very important to have core talents to maintain the survival and development of enterprises. Well, how to make the human resources management mechanism as rational, open and transparent as possible, how to retain talents through the company incentive mechanism, and how to make the employees have a higher sense of belonging. Even actively contributing to the survival and development of enterprises has become an important subject in the field of human resources. Under this background, this paper studies on the reconstruction of human resource management mechanism in Qingzhou cigarette factory. To sum up, the research content of this paper mainly includes the following aspects: firstly, it introduces the research background, research purpose, research significance, domestic and foreign research status and comments, research contents and methods, technical route, etc. To lay a solid theoretical foundation for the follow-up study. Secondly, it introduces the "present situation of human resource management mechanism in Qingzhou cigarette factory", explains the general situation of Qingzhou cigarette factory from two aspects: the development history of Qingzhou cigarette factory and the general situation of human resource structure, and explains the general situation of Qingzhou cigarette factory from the aspects of salary system and recruitment process. This paper introduces the current human resource management mechanism of Qingzhou cigarette Factory in three aspects of employee assessment and promotion management, and finds out the problems existing in the current human resource management mechanism of Qingzhou cigarette Factory, including: unreasonable design of salary management system, The design of recruitment process is not standardized, and the fairness of employee appraisal and promotion is not enough. Thirdly, it analyzes the influencing factors of human resource management mechanism in Qingzhou cigarette Factory. The main methods are pest method and principal component method, through political environment analysis, economic environment analysis, social environment analysis, technical environment analysis. The common analysis steps of pest analysis of these four influencing factors, as well as the commonly used analysis steps of model selection, model establishment, analysis process and analysis results, find out the factors that affect the human resources management mechanism of Qingzhou cigarette factory. It is summarized and sorted according to the degree of importance, as the basis for further research. Fourth, it gives the "design of human resource management mechanism of Qingzhou cigarette factory", including: taking cigarette factory as the main body, improving the human resource management level of cigarette factory itself, for example, determining the reasonable salary management system, standardizing the staff recruitment process, Increase the fairness of personnel assessment and promotion; take the government as the main body, increase government support, for example, organize human resource management public welfare lectures or training, organize cross-regional cigarette factory human resources management competition, Human resources training expenses are allowed to be charged before tax, and three parts of social supervision are strengthened with the public as the main body. Finally, it gives the "safeguard measures of human resource management mechanism in Qingzhou cigarette factory", including: through the salary management mechanism safeguard measures, the salary calculation standard is rationalized, the salary statistics is issued accurately; Through the guarantee measures of recruitment examination and promotion mechanism, the recruitment process is standardized, the evaluation standard is open, and the promotion channel is transparent. Through introducing the third party participation mechanism, the goal of strengthening social supervision is realized.
【学位授予单位】：哈尔滨理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.8

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