基于人才供应链理论的C公司船员人才管理体系研究

发布时间：2018-03-01 04:22

本文关键词： 战略转型船员人才管理精益生产人才供应链　出处：《广东外语外贸大学》2017年硕士论文　论文类型：学位论文

【摘要】：本文以C公司为研究对象,通过对其所在的行业状况、企业特点和人才现状进行剖析,阐明C公司所处的发展阶段和战略转型的特点,结合文献理论分析、企业数据采集和笔者在公司的多年从业经验,归纳出C公司在船员人才管理方面所面临的挑战。这些挑战集中体现在C公司当前进行战略转型过程中对于船员人才需求的及时性、精确性、经济性和灵活性与目前实施的人才管理体系中人才供给的不匹配,如何解决这种不匹配成为与C公司处于类似阶段的诸多大型航运企业亟需解决的问题。人才供应链理论是当前较新的人才管理模式理论,与传统人才管理理论的差异在于其借鉴精益生产(Just-in-Time)供应链理论的精益生产概念,在当前全球经济低迷、中国经济增速放缓、企业盈利困难的前提下,有机结合公司内外部资源和长短期战略业务重点而在传统人才管理理论基础上提出的崭新解决方案。笔者根据C公司战略转型产生的全新人才需求,提出基于人才供应链理论的船员人才管理体系模型。新的船员人才管理体系由人才规划、人才盘点、人才补给、人才培养、人才保留和人才投资回报(ROI)评估六部分构成,充分体现了PDCA管理循环理念。以战略为指引,以组织为基础,通过借鉴供应链理论中整体最优,平准化和小批量多频次供给,标准化、系列化和通用化的贯彻实施以及快速响应的基本特点,重点突出对于在战略转型过程中人才需求的多样性和多变性,提出及时准确的人才补给循环,确保整体投入产出最优。笔者结合C公司的实际情况对该人才管理体系模型的各个部分制订出具体的模块设计和评估指标。该人才管理体系更加紧密地配合企业战略转型,贴近企业面临的现实挑战,更加注重船员人才供给和培养的时效性、精确性和经济性,同时提出以柔性灵活的方式管理人才,提高人才保留度,并尝试建立人才培养和发展可衡量的投入产出关系,从而更好地满足航运企业在战略转型期的人才需求。
[Abstract]:This article takes C company as the research object, through the analysis to its profession condition, the enterprise characteristic and the talented person present situation, clarifies C company's development stage and the strategic transformation characteristic, unifies the literature theory analysis, Enterprise data acquisition and the author's years of experience in the company, The challenges faced by C Company in the management of crew personnel are summarized. These challenges are embodied in the timeliness and accuracy of the demand for crew personnel in the current strategic transformation process of C Company. The economy and flexibility do not match the talent supply in the current talent management system, How to solve this mismatch has become an urgent problem for many large shipping enterprises which are in the similar stage with C Company. The theory of talent supply chain is a relatively new theory of talent management mode. The difference from the traditional talent management theory lies in its reference to the lean production concept of Just-in-Timesupply chain theory. Under the premise of the current global economic downturn, China's economic growth rate is slowing down, and the profit of enterprises is difficult. Based on the traditional talent management theory, the author puts forward a new solution based on the internal and external resources of the company and the strategic business focus of the long and short term. This paper puts forward the model of crew talent management system based on talent supply chain theory. The new crew talent management system consists of six parts: talent planning, talent inventory, talent supply, talent training, talent retention and return on talent investment. It fully embodies the concept of PDCA management cycle. Guided by strategy and based on organization, it can be standardized by referring to the supply chain theory of overall optimization, levelling and small batch multi-frequency supply. The basic characteristics of serialization and generalization, as well as rapid response, focus on the diversity and variability of talent demand in the process of strategic transformation, and put forward a timely and accurate talent supply cycle. According to the actual situation of C Company, the author formulates the specific module design and evaluation index for each part of the talent management system model. The talent management system is more closely in line with the strategic transformation of the enterprise. Close to the realistic challenges faced by enterprises, pay more attention to the timeliness, accuracy and economy of the supply and training of crew personnel, and propose to manage talents in a flexible and flexible manner so as to improve the degree of talent retention. It also tries to establish a measurable input-output relationship between talent training and development, so as to better meet the needs of the shipping enterprises in the strategic transition period.
【学位授予单位】：广东外语外贸大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

【参考文献】