T公司弹性雇佣策略研究

发布时间：2018-04-20 06:14

本文选题：弹性雇佣 + 竞争优势　；参考：《深圳大学》2017年硕士论文

【摘要】：全球竞争不断加剧对于人力资源管理提出更高的要求,怎么优化配置人力资源以及制定什么样的用人策略已经成为当前的研究热点。国际人才市场的竞争也日益白热化,要求人才具备较高的综合素质,很多企业采用具有弹性的用人策略,从而更好地面对与适应复杂多变的商业实践。弹性化策略大体分为劳动力弹性策略与企业弹性策略,在本文讲述的是劳动力弹性策略。在新的经济形势下企业越来越重视弹性化策略,以往的雇佣模式将受到不小的挑战,这使得过去的雇佣模式不得不转向弹性化的雇佣模式。T公司作为一家从事综合通信服务的高新企业,企业在管理、运作、创新、供销渠道、合作伙伴等方面具有显著的优势。对T公司的优势进行全面、深入的研究,可充分认识到企业的市场竞争力与业务开展状况。企业构建了极为完善、科学、有效的人力资源管理机制,制定了各方面制度从而保障员工的正当权益,例如招聘制度、培训制度、薪酬制度、绩效管理制度、晋升制度、资源配置制度等。多方面因素使得企业不得不采用弹性雇佣模式,例如人才的流动性过高、宏观经济的转变、市场竞争的加剧、社会责任等等。在使用弹性雇佣模式的过程中也出现了不少问题,比如人才的流动性变高、人才的忠诚度变低、员工之间信任度下降、企业创新不足、企业商业机密外泄等。企业在使用弹性雇佣模式时一定要结合自身实际状况;积极、稳健地采用弹性工作模式,并且要同企业长期战略规划相适应;企业要有效协调正式全日制人员与弹性人员之间的关系;为弹性用工提供全面的保障机制。企业在实际经营过程中必须充分运用各类弹性化策略,比如时间、薪酬、数量、职能、责任、绩效、管理等弹性策略,使得人力资源管理充分发挥出应有的作用,帮助企业提升市场竞争力并促进企业可持续、快速地发展。
[Abstract]:Global competition is becoming more and more serious for human resource management. How to optimize the allocation of human resources and what kind of employment strategy has become the current research focus. The competition of international talent market is becoming more and more intense, which requires talents to have higher comprehensive quality. Many enterprises adopt flexible employment strategy, so they can better face and adapt to the complex and changeable commercial practice. Elasticity strategy is divided into labor flexibility strategy and enterprise flexibility strategy, which is discussed in this paper. In the new economic situation, enterprises pay more and more attention to the flexible strategy, the past employment model will be faced with no small challenges, This makes the past employment mode have to turn to the elastic employment model. T company as a high-tech enterprise engaged in comprehensive communications services, enterprises in management, operation, innovation, supply and marketing channels, partners and other aspects of significant advantages. Through comprehensive and in-depth research on T Company's advantages, we can fully realize the market competitiveness and business development of enterprises. The enterprise has constructed extremely perfect, scientific, effective human resource management mechanism, has formulated the various aspects system to safeguard the employee's legitimate rights and interests, for example, the recruitment system, the training system, the salary system, the performance management system, the promotion system, Resource allocation system, etc. Many factors make enterprises have to adopt flexible employment model, such as the high mobility of talent, the transformation of macroeconomic, the intensification of market competition, social responsibility and so on. In the process of using flexible employment mode, there are many problems, such as the high mobility of talents, the low loyalty of talents, the decline of trust among employees, the lack of innovation in enterprises, the leakage of business secrets and so on. When using flexible employment mode, enterprises must combine their actual situation, adopt flexible work mode actively and steadily, and adapt to the long-term strategic planning of the enterprise. Enterprises should effectively coordinate the relationship between full-time staff and flexible workers and provide a comprehensive guarantee mechanism for flexible employment. Enterprises must make full use of flexible strategies, such as time, salary, quantity, function, responsibility, performance, management and so on, in order to make human resource management fully play its due role. Help enterprises to improve market competitiveness and promote sustainable and rapid development of enterprises.
【学位授予单位】：深圳大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F626;F272.92

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