ZT公司人力资源管理模式优化研究

发布时间：2018-04-22 13:33

本文选题：人力资源模式 + 4P模式　；参考：《东华大学》2017年硕士论文

【摘要】：近二十年来,人力资源获得前所未有的高度重视,越来越多的企业将关注重点转移至人力资源的开发与利用上,以在人力资源的竞争中获得绝对优势。ZT公司是国内特大的综合建设公司,人力资源管理也面临着的重重挑战。本文以ZT公司的人力资源管理为研究对象,通过实证研究探讨了ZT公司人力资源管理现存的问题,并在此基础上提出了相应的优化举措和保障措施。第一章阐述了研究背景及目的,说明研究的意义及主要内容,并指明了研究思路及使用的研究方法。第二章对人力资源相关概念、人力资源管理相关理论基础以及人力资源管理模式相关理论进行了文献分析,并以此为基础进行了后续研究。第三章从工流失率、员工的工作强度差距等方面对ZT公司人力资源管理现状及存在的问题进行分析。第四章在4P模型的基础上构建人力资源管理模型,通过调查问卷的方法具体分析了ZT公司在人力资源四个模块的问题,并运用层次分析法对各个指标进行了相应分析。第五章分别从岗位管理优化、素质管理优化、绩效管理系统优化、薪酬管理系统优化四个方面提出了ZT公司人力资源管理模式优化的具体优化措施,并在随后的第六章当中给出了ZT公司人力资源管理模式优化的保障措施。最后,第七章对本文的研究内容进行总结,阐述了本研究的创新点、存在的问题及对未来研究的展望。在实证调研得出的结论上,本文从具体措施和保障措施两个层面提出了优化ZT公司人力资源管理模式的方案。在具体措施方面,通过精益求精的招聘选拔,建立多方位的培训体系,在完善绩效管理和薪酬管理的同时,注重对员工的人文关怀,注重员工的素质考察,构建科学的素质管理体系。在岗位设置方面,应当对企业所需岗位进行重新设置,在岗位轮换方面,应当以增强员工工作能力和实施岗位轮换,在岗位价值管理方面,应当对各岗位进行综合的评价从而构建科学的岗位管理体系。薪酬管理体系应当按照公平公正、力求最大化的激励员工能力的原则构建,实现企业外部、内部的和谐统一。在绩效管理的优化上,应当将绩效计划、绩效实施、绩效考核和绩效的反馈改进看成统一的整体,将绩效计划看成绩效管理的起点及基础,将绩效的实施看成是整个绩效管理过程中的关键。在保障措施方面,需重塑公司的人力资源管理理念和加强企业文化建设,保证ZT公司人力资源管理模式优化得以顺利进行。
[Abstract]:In the past two decades, human resources have received unprecedented attention. More and more enterprises will focus on the development and utilization of human resources. In order to gain absolute advantage in the competition of human resources, ZT Company is a large comprehensive construction company in China, and human resource management is also faced with many challenges. This paper takes the human resource management of ZT Company as the research object, discusses the existing problems of the human resource management of ZT Company through the empirical research, and puts forward the corresponding optimization measures and safeguard measures on this basis. The first chapter describes the background and purpose of the research, explains the significance and main contents of the study, and points out the research ideas and research methods. The second chapter has carried on the literature analysis to the human resources related concept, the human resources management correlation theory foundation as well as the human resources management pattern correlation theory, and has carried on the follow-up research on this foundation. The third chapter analyzes the current situation and existing problems of manpower resource management in ZT Company from the aspects of loss rate and work intensity gap. The fourth chapter constructs the human resource management model on the basis of 4P model, analyzes the problems of ZT company in the four modules of human resources by questionnaire, and analyzes each index by AHP. The fifth chapter puts forward the concrete optimization measures of ZT company's human resources management mode from four aspects: post management optimization, quality management optimization, performance management system optimization, compensation management system optimization. In the following chapter 6, the author gives the safeguard measures of ZT Company's human resource management mode optimization. Finally, the seventh chapter summarizes the research content, expounds the innovation of this study, existing problems and prospects for future research. On the conclusion of empirical investigation, this paper puts forward the scheme of optimizing the human resource management mode of ZT company from two aspects: concrete measures and safeguard measures. In terms of specific measures, through the recruitment and selection of excellence, the establishment of a multi-directional training system, while improving performance management and compensation management, pay attention to the humanistic care of employees, pay attention to the quality of staff inspection, Construct scientific quality management system. With regard to the establishment of posts, the positions required by the enterprise shall be re-established, and in the field of post rotation, the ability of the staff to work and the implementation of the post rotation shall be strengthened, and the management of the value of the post shall be carried out, Should carry on the comprehensive appraisal to each post to construct the scientific post management system. The salary management system should be constructed according to the principle of fairness and justice, and strive to maximize the ability of encouraging employees to realize the harmony and unity of the external and internal enterprises. In the optimization of performance management, the performance plan, performance implementation, performance appraisal and performance feedback improvement should be regarded as a unified whole, and performance plan should be regarded as the starting point and foundation of performance management. The implementation of performance is regarded as the key to the whole process of performance management. In terms of safeguard measures, it is necessary to reshape the concept of human resource management and strengthen the construction of corporate culture to ensure that the optimization of human resource management mode of ZT company can be carried out smoothly.
【学位授予单位】：东华大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.92

【参考文献】