移动互联网企业雇佣价值定位研究

发布时间：2018-05-17 06:32

本文选题：移动互联网企业 + 雇佣价值定位　；参考：《首都经济贸易大学》2017年硕士论文

【摘要】：伴随着移动互联网行业的飞速发展,移动互联网企业的大量涌现,随之而来的是人才的短缺,人才争夺战已转变为移动互联网企业间看不见硝烟的战争。移动互联网企业人才管理的严峻挑战伴随而来,企业采用高薪等传统的人才管理方法来吸引和留住人才,显然不能满足企业的发展和人才的需求,由此雇佣价值定位的重要性凸显。成功的塑造雇佣价值定位、打造独特的雇主品牌不仅能够高效的吸引人才,更能留住员工,然而移动互联网企业缺乏对雇佣价值定位的设计,所以移动互联网企业设计差异化的雇佣价值定位成为管理的关键。本文以雇佣价值定位为研究内容,以移动互联网企业为研究对象,设计移动互联网企业的雇佣价值定位,基于此提出移动互联网企业雇主品牌策略。本研究结合品牌定位、战略定位、价值定位的实施流程,探索性地提出雇佣价值定位实施流程。同时,结合移动互联网企业的特性,设计出移动互联网企业雇佣价值定位。本文共分为5章,相互衔接形成完整的研究。第1章引言,详细地介绍了移动互联网企业人才管理的背景以及雇佣价值定位的重要性。第2章文献综述,系统地梳理了品牌定位、战略定位、价值定位的流程并进行述评,结合现有定位流程的特点,汲取目前定位流程的不足,归纳出雇佣价值定位的特点以及实施的必然性。第3章移动互联网企业雇佣价值定位设计,基于上文对雇佣价值定位的分析,探索性地提出企业进行雇佣价值定位实施的一般流程。接下来,根据雇佣价值定位实施的一般流程,对移动互联网企业进行雇佣价值定位设计。通过分析移动互联网企业内外部环境特征,制定出移动互联网企业的战略,在此基础上提出移动互联网企业人才战略,确定并细分目标人才市场,通过问卷、访谈等形式了解目标人才关注的价值。企业结合未来的发展战略,自身的能力水平,以及竞争对手的情况,筛选出具有竞争优势的价值,从而设计出移动互联网企业雇佣价值定位。第4章基于雇佣价值定位的雇主品牌策略,提出雇主品牌策略,为企业更好地塑造雇主品牌出谋划策。第5章研究创新与局限,提出了本文的研究创新之处以及不足之处。
[Abstract]:With the rapid development of the mobile Internet industry, a large number of mobile Internet enterprises emerge, followed by a shortage of talent, the talent battle has turned into a war between mobile Internet enterprises can not see the smoke. With the severe challenge of talent management in mobile Internet enterprises, enterprises adopt traditional talent management methods such as high salary to attract and retain talents, which obviously can not meet the development of enterprises and the demand of talents. Therefore, the importance of employment value positioning is prominent. Successfully shaping the employment value positioning, creating a unique employer brand can not only efficiently attract talent, but also retain employees. However, mobile Internet enterprises lack the design of employment value positioning. Therefore, the employment value orientation of mobile Internet enterprise design differentiation becomes the key of management. In this paper, the position of employment value is taken as the research content, and the mobile Internet enterprise is taken as the research object to design the employment value orientation of the mobile Internet enterprise. Based on this, a brand strategy for the employer of the mobile Internet enterprise is put forward. This research combines the implementation process of brand positioning, strategic positioning and value positioning, and puts forward the implementation process of employment value positioning. At the same time, combined with the characteristics of mobile Internet enterprises, the employment value positioning of mobile Internet enterprises is designed. This paper is divided into five chapters, and a complete study of the interconnectedness is formed. The first chapter introduces the background of talent management and the importance of employment value orientation. Chapter 2 literature review, systematically combing the brand positioning, strategic positioning, value positioning process and review, combined with the characteristics of the existing positioning process, draw on the shortcomings of the current positioning process, Induces the employment value localization characteristic as well as the implementation inevitability. The third chapter is the design of employment value orientation for mobile Internet enterprises. Based on the above analysis of employment value positioning, the general process of implementing employment value positioning is put forward. Then, according to the general process of employment value positioning, the design of employment value positioning for mobile Internet enterprises is carried out. Based on the analysis of the internal and external environmental characteristics of mobile Internet enterprises, the strategy of mobile Internet enterprises is worked out, and on this basis, the talent strategy of mobile Internet enterprises is put forward, and the target talent market is determined and subdivided. Interview and other forms to understand the value of the target talent concern. Combined with the future development strategy, its own ability level and the situation of its competitors, the enterprise selects out the value with competitive advantage, and then designs the position of employment value of mobile Internet enterprise. Chapter 4 puts forward the employer brand strategy based on the employer brand strategy, which can help the enterprise to better shape the employer brand. Chapter 5 studies innovation and limitation, puts forward the research innovation and deficiency of this paper.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F49

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