战略导向的中盛公司人才梯队建设研究

发布时间：2018-06-06 05:33

本文选题：战略导向 + 人才梯队　；参考：《华北电力大学(北京)》2017年硕士论文

【摘要】：若企业既有的人力资源无法满足业务发展的需要,决策层在调配人员时瞻前顾后、左支右绌,企业后续发展乏力、趋缓,甚至停滞不前,其根本原因在于后备人才贫乏。人才储备不足轻则阻碍公司发展,重则可能会拖垮快速成长的企业。人才梯队建设作为实施战略性人才储备的最佳切入点和突破口,可以源源不断的发掘并提供人力资源,为企业的可持续发展保驾护航。本文通过对中盛公司人才梯队现状的分析和研究,指出其中存在的主要问题及成因,以公司的发展战略为导向,制定中盛公司人才梯队建设的对策与措施。人才梯队建设首先要明确人力资源规划,通过人力资源盘点,厘清企业的人才缺口;其次以胜任力模型为核心进行人员测评与甄选,挑选高潜质员工进入人才梯队资源库;最后结合人才职业生涯规划采用多样化、有针对性的培养方式,例如轮岗、导师传帮带、专题座谈等,对其进行有效培养。当企业出现职位空缺有人才需求时,可以从人才梯队资源库选拔继任者。同时要不断维护人才梯队资源库,使之具有流动性,保持活力,通过人才入库、培养、过滤、萃取工作,形成后备人才队伍能力水平循序渐进、螺旋上升的良性循环。本文为建设一支数量充足、布局科学、结构合理、素质优良的后备人才队伍,推进中盛公司的可持续发展进行了有益的探索,对解决中小型软件企业在快速发展中普遍面临的人才不足问题有指导价值。
[Abstract]:If the existing human resources of the enterprise can not meet the needs of the business development, the decision layer is looking forward and backward in the deployment of the staffs, and the enterprise's follow-up development is weak, slow and even stagnant, the basic reason is the poor reserve talent. The shortage of talent reserves is a hindrance to the development of the company. As the best breakthrough point and breakthrough point for the implementation of strategic talent reserve, the construction of talent echelon can continuously excavate and provide human resources to protect the sustainable development of the enterprise. Through the analysis and Research on the present situation of the talent echelon of Zhongsheng company, this paper points out the main problems and causes in which the development strategy of the company is developed. In order to guide, formulate the countermeasures and measures for the construction of the talent echelon of the Zhongsheng company. First of all, the construction of the talent echelon should clarify the human resource planning, make clear the talent gap of the enterprise through the manpower resource inventory, and then take the competency model as the core for the personnel evaluation and selection, select the Gao Qian quality staff to enter the resource pool of the talent echelon; finally, combine the talents with the talents. Career planning adopts diversified and targeted training methods, such as rotation, tutor, and special symposium, which can be effectively cultivated. When the job vacancy is needed, the enterprise can select the successor from the resource storehouse of the talent echelon. At the same time, we should constantly protect the resource storehouse of the talent echelon to keep it fluidity and stay alive. In order to build a contingent of back-up talents with adequate quantity, scientific layout, reasonable structure and good quality, this paper has carried on a beneficial exploration to the sustainable development of Zhongsheng company and solved the medium and small medium. It is instructive for software enterprises to face the problem of talent shortage in rapid development.
【学位授予单位】：华北电力大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F49

【参考文献】