MS集团中层管理岗位人力资源优化配置

发布时间：2019-03-24 17:01

【摘要】：随着近年中国高星级酒店规模的迅猛发展，宏观政策对高星级酒店发展的不利影响，酒店之间的竞争空前激烈，然而竞争从根本上说是人才的竞争，在对人力资源的管理中，配置是最基础的工作，是企业行为的保障，是实现根本目标的关键环节。完整的人力资源配置方案应包含两方面：一方面是“量”上的合理配置；另一方面是“质”上的有效配置。“量”上的合理配置有利于公司人力成本的控制；“质”上的有效配置有利于公司战略目标的实现。本文以MS集团的中坚力量——中层管理岗位为研究对象，从组织机构、职责范围、业务分工上合理优化“数量结构”人力资源配置；再按照“胜任力模型构建——岗位任职资格设计——建立人岗匹配”理论框架实现“质”上人力资源有效配置。期望通过合理、有效的人力资源配置提升集团中层管理岗位的胜任能力，从而提高组织的绩效水平，增强集团的竞争力。文章首先介绍人力资源配置和胜任力模型的理论，并探讨了胜任力理论与企业人力资源配置的关联和基于胜任力配置的特点。其次，对MS集团中层管理岗位进行定义，对配置的现状和存在的问题进行分析，，并结合MS集团的企业文化和战略发展构建中层管理岗位的胜任力模型，为优化中层管理岗位配置做好铺垫工作。接着，设计了MS集团中层管理岗位的优化配置方案，包括数量结构配置方案和基于胜任力的人岗匹配配置方案。分别从“量”上和“质”上对配置进行把控。文章内容集中于第四与第五两个章节，对MS集团酒店的中层管理岗位的配置进行了优化设计研究，笔者还对该酒店中层岗位配置的规划思路与流程进行了全面的分析。同时具备很强技术能力的胜任力模型的建设也进行了详实的叙述，还建立了酒店中层管理岗位的数量结构配置方案。此外，笔者还对中层管理岗位优化配置的实际实施安排进行了系统性的规划，对配置的实践进行设计，提出了一系列可行的保障性措施。并且也指出MS集团中层管理岗位配置在实际设置中可能遭遇的问题，为这些问题规划了解决方案。最终，总结本次的配置方案，并指出论文中仍然存在的不足。希望本文可以给企业集团的中层管理岗位配置提供一些指导性建议。
[Abstract]:With the rapid development of the scale of high-star hotels in China in recent years, the adverse impact of macro-policies on the development of high-star hotels and the unprecedented competition between hotels, however, the competition is fundamentally the competition of talent, in the management of human resources. Configuration is the most basic work, is the guarantee of enterprise behavior, is the key link to achieve the fundamental goal. A complete human resource allocation scheme should include two aspects: on the one hand, the rational allocation on the "quantity" and the other is the effective configuration on the "quality". The reasonable allocation of "quantity" is conducive to the control of the company's manpower cost, and the effective allocation of "quality" is conducive to the realization of the company's strategic objectives. This paper takes the middle management position, the backbone of MS Group, as the research object, and optimizes the allocation of "quantity structure" human resources from the aspects of organization, scope of responsibility and division of business. Then, according to the theoretical framework of "competency model-post qualification design-establishment of post-post matching", the effective allocation of human resources on "quality" can be realized. It is expected that through reasonable and effective human resource allocation, the competence of the middle management positions in the group will be enhanced, so as to improve the performance level of the organization and enhance the competitiveness of the group. This paper first introduces the theory of human resource allocation and competency model, and discusses the relationship between competency theory and enterprise human resource allocation and the characteristics of competency-based allocation. Secondly, it defines the middle management position of MS Group, analyzes the present situation and existing problems of the allocation, and constructs the competency model of the middle management position according to the enterprise culture and strategic development of MS Group. To optimize the allocation of middle-level management positions to do a good job of laying the groundwork. Then, the optimal allocation scheme of middle management positions in MS Group is designed, including quantitative structure allocation scheme and competency-based person-post matching configuration scheme. From the "quantity" and "quality" on the configuration of the control. The article focuses on the fourth and fifth chapters, carries on the optimization design research to the MS group hotel middle-level management position configuration, the author also has carried on the comprehensive analysis to this hotel middle-level post allocation planning thought and the process. At the same time, the construction of competency model, which has strong technical ability, is also described in detail, and the quantitative structure configuration scheme of middle management posts in hotels is also set up. In addition, the author also makes a systematic plan for the practical implementation arrangement of the optimal allocation of middle-level management posts, designs the practice of the allocation, and puts forward a series of feasible measures of protection. At the same time, it also points out the problems that MS group may encounter in setting up the middle management positions, and plans the solution for these problems. Finally, this paper summarizes the configuration scheme, and points out the shortcomings of the paper. I hope this article can provide some guidance suggestions for the middle management post allocation of enterprise groups.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F719

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