国内企业雇主品牌评价指标体系研究

发布时间：2018-06-14 08:43

本文选题：雇主品牌 + 最佳雇主　；参考：《山东大学》2009年硕士论文

【摘要】： 21世纪以来,随着经济全球一体化和知识经济时代的到来,人才的作用越来越重要,企业的竞争就是人才的竞争,吸引和留住人才已经成为企业成败的重要影响因素之一。近来国际上开始逐渐关注雇主品牌研究,而国内各种“最佳雇主”评选活动正如火如荼展开,但是在理论方面的研究相对落后和不规范,并没有形成完善的理论体系,多数研究不仅停留在定性分析阶段,而且存在概念上的混乱。在此背景下,本文拟通过对基于企业现有员工和潜在员工双维度的雇主品牌评价指标体系进行实证分析,来研究雇主品牌评价指标的结构,并初探评价指标的权重设置问题。首先,在阅读国内外大量相关文献的基础上,本文对雇主品牌概念进行了界定;并对比分析了国内现有的评价指标体系。其次,本文对基于企业现有员工和潜在员工双维度的雇主品牌评价指标进行了深入访谈,得出雇主品牌的19个综合评价指标。接着,本文经过问卷调查,运用探索性因子、列联表、信效度分析等实证分析方法对统计数据进行分析,抽象出五个雇主品牌评价一级指标;并就现有员工和潜在员工在对雇主品牌评价的指标权重是否存在显著性差异,进行了一致性检验;分别对内外部雇主品牌评价指标构造两两判别矩阵,由企业现有员工和潜在员工分别进行权重打分,设定权重。最后,本文得出建立国内雇主品牌评价指标体系的启示: 1、对雇主品牌进行评价,应主要考虑五个方面的因素,即:企业文化及氛围、公司战略及发展前景、工作性质、公司口碑以及薪酬福利。 2、对雇主品牌进行评价,应综合内外部雇主品牌的实力,对现有和潜在的员工进行调查和评定。 3、建立雇主品牌评价指标体系,应充分考虑现有员工和潜在员工在各评价指标上重要性程度的差异性,分别设立合适的权重,这样的评价指标体系才更加合理。
[Abstract]:Since the 21st century, with the economic globalization and the arrival of the era of knowledge economy, the role of talents is more and more important. The competition of enterprises is the competition of talents. Attracting and retaining talents has become one of the important factors influencing the success or failure of enterprises. Recently, the international community has begun to pay more and more attention to the research of employer brand, but the domestic "best employer" selection activities are in full swing, but the theoretical research is relatively backward and non-standard, and has not formed a perfect theoretical system. Most studies are not only qualitative analysis, but also conceptual confusion. Under this background, this paper intends to study the structure of employer brand evaluation index by analyzing the evaluation index system of employer brand based on the dual dimensions of existing employees and potential employees, and to explore the weight setting of the evaluation index. First of all, on the basis of reading a large number of relevant literature at home and abroad, this paper defines the concept of employer brand, and compares and analyzes the existing evaluation index system in China. Secondly, this paper carries on the in-depth interview to the employer brand evaluation index based on the existing employees and the potential employees, and obtains 19 comprehensive evaluation indexes of the employer brand. Then, through the questionnaire survey, using exploratory factors, linked tables, reliability and validity analysis and other empirical analysis methods to analyze the statistical data, abstract out five employer brand evaluation index; And the existing employees and potential employees in the evaluation of employers' brand weights are significant differences, the consistency test; internal and external employer brand evaluation indicators to construct a pairwise discriminant matrix, By the enterprise existing staff and potential employees respectively to weight score, set the weight. Finally, this paper draws the enlightenment of establishing the evaluation index system of domestic employer brand: 1, the evaluation of employer brand should mainly consider five factors, namely: corporate culture and atmosphere, company strategy and development prospects. The nature of the job, the company's reputation and compensation and benefits. 2. To evaluate the employer's brand, we should integrate the strength of the internal and external employer's brand, To investigate and evaluate the existing and potential employees. 3. To establish the evaluation index system of employer brand, we should fully consider the difference of the importance of each evaluation index between the existing and potential employees. Set up appropriate weight separately, such evaluation index system is more reasonable.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：F272.91

【引证文献】