X公司软件服务外包外派人力资源管理研究

发布时间：2018-05-17 05:14

本文选题：软件服务外包 + 人力资源　；参考：《大连海事大学》2013年硕士论文

【摘要】：软件服务外包因其是新兴技术新兴劳务管理模式、污染小低耗能、创造价值潜力大附加值高等等多种因素使得这个新领域备受关注,政府扶持兴建软件园区、大量资金充裕的企事业单位或各种投资公司投资涉足此领域、众多中小企业、甚至是微小企业、一人创业的个人公司等等都涌入软件服务外包行业。在十几年的摸爬滚打中企业们日益意识到人才的重要性和人力资源管理的重要性。目前软件服务外包行业正处于上升期,IT人力资源市场活跃、高层次技术人才供不应求,软件服务外包业务本身对企业的技术水平、人才层次要求又非常高,在这样竞争激烈的环境下,提高高层次技术人才的保有量、减低离职率,促进企业技术能力和核心竞争力的发展成为企业存活的关键。我国目前对信息技术领域企业的人力资源管理的的分析基本上都集中在大型的成功企业,例如华为、东软等,对国外企业的经验学习也多局限于国外的大型企业,例如微软、松下等,尽管涉及到这些大企业创业初期的人力资源管理经验,但对我国IT外包领域的中小企业来说可操作性不高。本文想根据中小企业资金、人力资源都较局限的现实特点,并扩宽思路参考国外企业留人用人模式以及我国的大型国有企事业单位的用人模式,创新把终身雇用制结合中小企业的特点进行改进后,引入软件服务外包中小企业的人力资源管理当中,以增加员工归属感为人力资源管理的核心,通过建设有特色的“崇尚专业性”的企业文化,保证企业人力资源供给,并提升人力资源竞争力,进而促进中小企业的长足发展。文中以X公司为案例,对X公司进行人力资源管理诊断、提出人力资源改进方案,并跟踪了实施新方案一年来的效果。通过实践来探索针对高层次技术人才的终身雇佣制的实施,来寻找中小企业留住人才提高人力竞争优势的途径。
[Abstract]:Software service outsourcing is a new technology, new labor management mode, low pollution, low energy consumption, high value creation potential, and other factors that make this new field receive much attention. The government supports the construction of software parks. A large number of well-funded enterprises and institutions or various investment companies invest in this field, many small and medium-sized enterprises, even small enterprises, one-person individual companies and so on have poured into the software service outsourcing industry. In more than ten years, enterprises are increasingly aware of the importance of talent and human resource management. At present, the software service outsourcing industry is in the rising stage of IT human resources market active, high-level technical talent supply exceeds the demand, software service outsourcing business itself to the technical level of enterprises, talent level requirements are very high. In such a competitive environment, the key to the survival of enterprises is to improve the quantity of high-level technical talents, reduce the turnover rate, and promote the development of enterprises' technical ability and core competitiveness. At present, the analysis of human resources management of enterprises in the field of information technology in China is basically concentrated on large successful enterprises, such as Huawei, Neusoft, etc. The experience of foreign enterprises is also limited to large enterprises abroad, such as Microsoft. Panasonic and so on, although involving these large enterprises in the initial stage of human resources management experience, but for our small and medium-sized enterprises in the field of IT outsourcing is not highly operational. According to the actual characteristics of the limited capital and human resources of small and medium-sized enterprises, this paper also wants to broaden the thinking to refer to the employment mode of foreign enterprises and large state-owned enterprises and institutions in our country. After innovating the life-long employment system combined with the characteristics of small and medium-sized enterprises, the core of human resources management is to increase the sense of belonging of the staff, and introduce the software service outsourcing system into the human resources management of small and medium-sized enterprises. By constructing the characteristic enterprise culture of "advocating professionalism", we can ensure the supply of human resources and enhance the competitiveness of human resources, thus promoting the rapid development of small and medium-sized enterprises. Taking X Company as an example, this paper makes a diagnosis of Human Resource Management in X Company, puts forward a human resource improvement scheme, and tracks the effect of implementing the new scheme in the past year. Through practice to explore the implementation of lifetime employment system for high-level technical talents, to find ways for SMEs to retain talents to improve the competitive advantage of human resources.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F49

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