SGM公司的任职资格管理体系构建

发布时间：2018-05-08 05:51

本文选题：任职资格要素 + 任职资格管理体系构建　；参考：《北京交通大学》2016年硕士论文

【摘要】：随着经济全球化和知识经济时代的到来,知识与信息时代不再是物质资本与体力的竞争,人力资本在价值创造过程中的作用越来越突出,企业之间的竞争越来越依人才,人才作为企业人力资源的重要组成部分,在企业持续快速发展中的作用就显得尤为重要。随着经济的高速发展,企业人力资源管理如何服务于企业战略,使员工的各种能力与技能的提升与企业战略发展达到动态平衡,最终实现企业与员工的协同发展,共同双赢,这是当今的企业管理者们所面临的一个共同课题。国内众多的企业管理者们在很早就开始研究这个问题的解决方法,但一直都没能找到满意的答案,1995年,随着NCVQ职业标准体系在北京外企服务总公司、深圳华为技术有限公司试点的成功,使得国内许多企业也开始参考和实施其各自任职资格管理体系的构建工作。主要研究内容如下：1、本研究是以SGM医疗股份有限公司(简称“SGM公司”)的任职资格管理体系构建为案例进行探讨。SGM公司作为一家即将新三板上市的公司,本文首先说明了选题的背景和意义,通过问卷调查、深度访谈等形式对目前公司任职资格管理存在的问题进行调查,利用SPSS软件对回收的数据进行分析,根据结果得出公司的管理现状及人力资源管理方面存在的问题,得出引入任职资格管理的必要性和迫切性。2、其次介绍了任职资格管理的理论基础,介绍了任职资格管理体系的概念、构成和研究的目的；尔后介绍了SGM公司任职资格管理体系的构建的设计原则和思路,阐述了如何进行岗位类别及序列划分、任职资格的标准和主要内容、任职资格的评价、选取了专业类的人力资源管理序列作为实例举例说明岗位类别及序列等级划分和任职资格标准的内容。3、通过构建以能力、任职标准为基础的的任职资格管理体系的构建,同时将任职资格与招聘配置、薪酬体系、绩效体系、培训开发等人力资源模块应用相结合,解决了人员在职业发展、能力提升、企业人才培养与选拔等方面的问题。任职资格管理体系的建立,为规范公司员工的工作行为、提升其职业化水平、明确职业发展通道奠定了基础,对提升公司整体人力资源管理能力与企业的核心竞争力具有重要意义。最后总结了SGM公司的任职资格管理分析的结论和本研究的创新点、不足之处。本文对SGM公司提高自身的人力资本管理,加强人力资源管理工作整体目标的抬升有一定的现实意义,也对企业生命周期处于青春期、需要快速增长的类似新三板公司在人力资源管理工作上提供借鉴与参考。
[Abstract]:With the arrival of economic globalization and knowledge economy, the era of knowledge and information is no longer the competition of material capital and physical strength, the role of human capital in the process of value creation is more and more prominent, and the competition among enterprises is more and more based on talents. As an important part of human resources, talent plays an important role in the sustained and rapid development of enterprises. With the rapid development of economy, how to serve the enterprise strategy in the human resource management of the enterprise, so as to achieve the dynamic balance between the promotion of various abilities and skills of the staff and the development of the enterprise strategy, and finally realize the cooperative development between the enterprise and the staff, so as to achieve a win-win situation. This is today's corporate managers face a common topic. A large number of domestic enterprise managers began to study the solution to this problem early, but have not been able to find a satisfactory answer. In 1995, with the NCVQ professional standards system in Beijing Foreign Enterprise Service Corporation, With the success of the pilot project of Huawei Technology Co., Ltd in Shenzhen, many domestic enterprises have begun to refer to and implement the construction of their respective qualification management system. The main contents of this study are as follows: 1. This study is based on the case study of the construction of the qualification management system of SGM Medical Co., Ltd ("SGM Company") as a company that is about to be listed on the new third board. This paper first explains the background and significance of the topic, through the form of questionnaires, in-depth interviews and other forms to investigate the existing problems in the management of corporate qualifications, using SPSS software to analyze the recovered data. According to the results of the company's management status and human resources management problems, draw the necessity and urgency of the introduction of qualification management. Secondly, introduced the theoretical basis of the qualification management, This paper introduces the concept, constitution and research purpose of the post qualification management system, then introduces the design principles and ideas of the construction of the post qualification management system of SGM Company, and expounds how to classify the post category and its sequence. The criteria and main contents of post qualification, the evaluation of post qualification, the selection of human resources management sequence of professional category as an example to illustrate the post category, sequence classification and qualification criteria. The construction of post qualification management system based on the post standard, and the combination of the post qualification and the application of human resources modules such as recruitment allocation, salary system, performance system, training and development, etc, solves the problem of personnel's career development and ability enhancement. Enterprise talent training and selection and other aspects of the problem. The establishment of post qualification management system has laid the foundation for standardizing the work behavior of employees, improving their professional level and clarifying the career development channel. It is of great significance to enhance the overall human resource management ability and the core competitiveness of the company. Finally, this paper summarizes the conclusion of SGM company's qualification management and the innovation and deficiency of this study. This paper has some practical significance for SGM to improve its own human capital management, strengthen the overall goal of human resources management, but also for the enterprise life cycle in adolescence. Need rapid growth similar to the new three-board companies in human resources management to provide reference and reference.
【学位授予单位】：北京交通大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.46

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