天津市住房公积金管理中心人岗匹配问题研究

发布时间：2018-12-14 20:38

【摘要】：从组织资源来看,人力资源算是重要程度最高且极具有价值的资源,是组织必须开发的首要资源。人力资源管理是否科学、高效,关键在于组织是否清楚,需要设置哪些岗位才能完成业务流程的工作,这些岗位需要什么样的员工可以实现高绩效,采用什么样的机制才能激发员工的工作积极性。人力资源配置是组织中关于人力资源的获取、运用和留任的一项关键职能,是组织人力资源开发和利用的起点和基础环节。根据组织战略和人力资源发展规划要求,在分析、评价岗位和构建岗位素质模型的基础上,通过评估、选拔、录用、调配等方式,把符合组织发展需要和岗位要求的各类员工及时、合理地安排在适合的岗位上,使之与其生产要素相结合,使岗得其人、人尽其才,最大限度地为组织创造效益。因此研究人岗匹配问题对于组织的发展就尤为必要。本文以天津市住房公积金管理中心这个特殊的事业单位为例,采用了文献分析法、案例研究法、层次分析法对我国事业单位人岗匹配问题的内涵及其理论基础进行了深入分析,在前人研究基础上,构建了事业单位人岗匹配模型,并以天津市住房公积金管理中心前台业务经办岗为例加以验证,最后分别从岗位和员工两个不同视角提出了我国事业单位人岗匹配优化途径。
[Abstract]:From the point of view of organizational resources, human resources are the most important and valuable resources, and they are the most important resources that organizations must develop. Whether human resources management is scientific and efficient depends on whether the organization is clear about what positions need to be created to complete the work of the business process and what kind of staff these positions need to achieve high performance. What kind of mechanism can motivate employees to work actively? Human resource allocation is a key function of human resource acquisition, application and retention in an organization, and it is the starting point and basic link of human resource development and utilization in an organization. According to the requirements of organizational strategy and human resources development planning, on the basis of analyzing and evaluating posts and building post quality models, by means of evaluation, selection, employment and deployment, All kinds of employees who meet the needs of organizational development and post requirements should be arranged in a timely and reasonable manner in order to combine them with the factors of production so that they can get their own people, make the best use of their talents and create benefits for the organization to the maximum extent. Therefore, it is necessary to study the problem of post matching for the development of organizations. Taking Tianjin housing provident fund management center as an example, this paper makes a deep analysis of the connotation and theoretical basis of the problem of matching people and posts in institutions in our country with the methods of literature analysis, case study and analytic hierarchy process. On the basis of previous studies, this paper constructs a matching model of people and posts in public institutions, and takes the front desk of Tianjin housing provident fund management center as an example to verify this model. Finally, from the two different perspectives of post and employee, this paper puts forward the optimization approach of post matching of institutions in our country.
【学位授予单位】：天津师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3

【参考文献】