基于转型需求的石景山区人力资源开发对策研究

发布时间：2018-01-30 17:29

本文关键词： 人力资源开发人力资源开发评估指标灰色预测　出处：《北方工业大学》2014年硕士论文　论文类型：学位论文

【摘要】：石景山区地处京西,一直以来都是重工业基地。然而,随着北京市政府对未来各城区的规划以及奥运会的召开,首钢逐步撤离石景山,石景山区的经济发展到了转型的关键时期。为此,区政府根据北京市未来城市战略目标和地区的特色,确立重点发展第三产业,特别是大力发展文化创意、高新技术、商务服务、现代金融和旅游休闲五大产业。随着这五大产业的逐步发展,石景山区经济有了明显好转,第三产业占GDP比逐步提升。然而,区域内人力资源的开发并没有跟上经济的快速发展,人才成了阻碍区域经济发展的主要因素之一。为此,本文首先分析了当前石景山区人力资源开发的现状和成效,并通过构建指标的方式将石景山区与北京市其他城区进行了对比评价,指出石景山区不足之处。为了有效预测未来石景山区的人力资源需求量,运用灰色预测法预测了未来几年石景山区的人力资源需求量,并通过定性的方法预测未来石景山区所需的人才类型。之后通过问卷调查和访谈的方式对石景山区人力资源开发的问题进行了分析。在借鉴苏州、杭州人力资源开发的经验基础上,本文提出了石景山区人力资源开发的对策,指出政府需要从思想、政策、服务、环境等四个方面改进,而企业也应该转变人才观念,积极拓展招聘渠道不断满足自身对人才的需求。希望通过政府和企业的努力能有效解决石景山区人力资源的紧缺问题。
[Abstract]:Shijingshan is located in the west of Beijing and has always been a heavy industrial base. However, Shougang gradually withdrew from Shijingshan as the Beijing municipal government planned for future urban areas and the Olympic Games began. The economic development of Shijingshan area has reached a critical period of transformation. Therefore, according to the future urban strategic objectives of Beijing and the characteristics of the region, the district government established a focus on the development of tertiary industry, especially the development of cultural creativity. With the gradual development of these five industries, the economy of Shijingshan District has obviously improved, and the tertiary industry has gradually increased to GDP. The development of human resources in the region has not kept pace with the rapid development of economy, and talent has become one of the main factors hindering the development of regional economy. Therefore, this paper first analyzes the current situation and results of human resources development in Shijingshan District, and through the way of constructing indicators, the author compares Shijingshan District with other urban areas in Beijing. In order to effectively predict the future human resource demand in Shijingshan District, the grey forecasting method is used to predict the human resource demand in Shijingshan District in the next few years. And through qualitative methods to predict the future of the Shijingshan area of talent types. Then through questionnaires and interviews to analyze the human resources development problems in Shijingshan District. Based on the experience of human resource development in Hangzhou, this paper puts forward the countermeasures of human resource development in Shijingshan District, and points out that the government should improve from four aspects: thought, policy, service and environment. Enterprises should also change the concept of talent, actively expand recruitment channels to meet their own needs for talent, hoping that through the efforts of the government and enterprises can effectively solve the shortage of human resources in Shijingshan District.
【学位授予单位】：北方工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F249.21

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