关于G公司内部劳动力市场的优化研究

发布时间：2018-03-09 11:13

本文选题：国有企业　切入点：内部劳动力市场　出处：《广东外语外贸大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着国有企业改革的逐步深入,越来越多大型国有企业把目光转向内部,开始清理自身无关紧要的、非核心的、累赘的“资产”(如:传统业务部门、分支机构、子公司等),并将该“资产”以公司制的形式进行市场化运营。被分离出来的传统国有企业由于管理先天不足,再加上失去原有的避风港湾,其生存和发展面临着巨大考验。虽然传统国有企业也在不断探索改革发展的思路和方向,但居高的人才流失率,让传统国有企业创新发展举步维艰。如何留住人才,促进内部劳动力资源的有效流动,是传统国有企业亟待解决的问题。本文主要以内部劳动力市场理论作为国有企业改革的一个重要视角,聚焦长期激励、内部晋升和长期劳动关系等微观层面,结合该三者内在的联系,旨在为国有企业吸引人才、留住人才提供重要的思考方向。本文选取了G公司作为案例研究,结合员工满意度调查问卷情况,运用内部劳动力市场理论深入分析G公司人力管理方面存在的问题和不足,并在此基础上提出优化建议。本次研究对同类型公司也具有借鉴意义。本文的结论是:国有企业建立和完善以薪酬后置、内部晋升和长期劳动关系为特征的内部劳动力市场具有十分重要意义,三个特征之间相互联系,是吸引人才、留住人才的重要保障,也是发挥人力资本价值的必要途径,更是国有企业改革、提高自身竞争力的重要思路。
[Abstract]:With the gradual deepening of the reform of state-owned enterprises, more and more large state-owned enterprises turn their attention to the inside and begin to clean up their own irrelevant, non-core, cumbersome "assets" (such as: traditional business units, branches, The subsidiary company, and so on, has marketized the "assets" in the form of a corporation. The separated traditional state-owned enterprises have lost their original haven because of their inherent deficiencies in management. Although traditional state-owned enterprises are constantly exploring the ideas and directions of reform and development, the high rate of brain drain makes innovation and development of traditional state-owned enterprises difficult. It is an urgent problem for the traditional state-owned enterprises to promote the effective flow of internal labor resources. This paper focuses on the long-term incentive with the theory of internal labor market as an important angle of view for the reform of state-owned enterprises. At the micro level of internal promotion and long-term labor relationship, combining the internal relationship of these three, the purpose of this paper is to provide an important direction of thinking for state-owned enterprises to attract and retain talents. This paper selects G Company as a case study. Based on the questionnaire of employee satisfaction, this paper deeply analyzes the problems and shortcomings in human management of company G by using the theory of internal labor market. On the basis of this, some suggestions on optimization are put forward. This study also has reference significance for the same type of companies. The conclusion of this paper is: the establishment and improvement of state-owned enterprises to pay postposition, The internal labor market, characterized by internal promotion and long-term labor relations, is of great significance. The three characteristics are interrelated, which is an important guarantee to attract and retain talents, and also a necessary way to bring the value of human capital into full play. The reform of state-owned enterprises is an important way to improve their competitiveness.
【学位授予单位】：广东外语外贸大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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