SDZJ集团人力资源战略研究

发布时间：2018-05-18 05:48

本文选题：企业战略 + 人力资源战略　；参考：《山东理工大学》2017年硕士论文

【摘要】：随着经济的发展,社会的不断进步,传统的管理模式已经不能满足于现代企业的发展需要。颠覆与创新成为了企业发展的核心问题之一,如何快速的实现新旧管理理念及模式的迭代,突破瓶颈,快速发展是企业思考的首要问题。而在所有现代管理理念中,人力资源管理是其不可或缺的重要组成部分。二十一世纪,企业的竞争其核心就是人的竞争。如何通过人力资源战略管理,有效吸引人才、发展人才、激发人才、实现人力资源的最佳整合,是帮助企业取得未来竞争优势的关键。本文以SDZJ集团为研究对象,从该集团的十二五战略实施的差异及十三五战略的制定入手,运用人力资源的相关理论研究及数据分析进行了详细的分析及论证。在绪论部分,首先对本文的研究背景及意义进行了阐述,同时对国内外人力资源战略的现状和研究方法、研究内容进行了概述;第二为理论基础部分,本文在人力资源战略研究的相关理论基本内涵基础上,综合分析了人力资源战略规划的概念和方法以及一系列战略分析的工具;第三是内外部环境分析,作为本文的重点之一,本部分深入剖析了当前SDZJ集团的人力资源体系存在的诸多问题,主要包括现有的人力资源体系不能匹配集团战略的发展需要、人力资源管理没有战略性投入以及绩效管理缺失等问题;第四章主要进行的是方案的设计,针对目前存在的问题及转型要求,提出当前SDZJ集团人力资源战略规划方案设计,从设计原则及目标、战略规划出发,对人力资源的各个模块进行规划和设计;第五是,人力资源战略规划的实现还需要一系列的保障措施,如建立健全组织领导及职责分工、构建文化植入及培养环境、转变人力资源管理理念等;最后,提出本文的研究结论,认为人力资源战略规划要从人力资源战略规划从岗位体系规划、能力发展体系规划、人才发展体系规划、绩效体系规划、薪酬体系规划、人才配置规划、共享中心规划等多个方面进行设计规划,并做好人力资源战略规划实施落地的保障措施,才能确保集团人力资源战略的全面展开,提升集团的人力资源管理水平。
[Abstract]:With the development of economy and society, the traditional management mode can not meet the development needs of modern enterprises. Subversion and innovation have become one of the core problems in the development of enterprises. How to quickly realize the iteration of new and old management concepts and models, break through the bottleneck, and rapid development is the most important problem for enterprises to think about. In all modern management concepts, human resource management is an indispensable part. In the 21 century, the core of enterprise competition is human competition. How to attract talents, develop talents, stimulate talents and realize the best integration of human resources through strategic management of human resources is the key to help enterprises obtain future competitive advantages. This paper takes SDZJ Group as the research object, starting with the differences in the implementation of the 12th Five-Year Plan Strategy and the formulation of the 13th Five-Year Strategy, using the relevant theoretical research and data analysis of human resources to carry out detailed analysis and demonstration. In the introduction part, the research background and significance of this paper are expounded, and the current situation, research methods and research contents of human resources strategy at home and abroad are summarized. The second part is the theoretical basis. Based on the basic connotation of human resources strategy research, this paper comprehensively analyzes the concept and method of human resources strategic planning and a series of strategic analysis tools. The third is internal and external environment analysis, as one of the key points of this paper. This part deeply analyzes the problems existing in the current human resource system of SDZJ Group, including that the existing human resource system can not match the development needs of the Group Strategy. Human resource management has no strategic input and lack of performance management. The fourth chapter is mainly about the design of the scheme. In view of the existing problems and transformation requirements, the current SDZJ group human resources strategic planning scheme design is put forward. Starting from the design principles and objectives, strategic planning, the various modules of human resources are planned and designed. Fifth, the realization of human resources strategic planning requires a series of safeguard measures, such as establishing and improving organizational leadership and division of responsibilities. Finally, the paper puts forward the conclusion that the strategic planning of human resources should be based on the strategic planning of human resources from the position system planning, the ability development system planning, the human resources strategic planning from the position system planning, the ability development system planning, and so on. Talent development system planning, performance system planning, compensation system planning, talent allocation planning, sharing center planning and other aspects of design planning, and human resources strategic planning implementation of the protection measures, In order to ensure the overall development of the Group's human resources strategy, improve the group's human resources management level.
【学位授予单位】：山东理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F279.26

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