HRSN公司基层管理人员测评体系的构建

发布时间：2018-03-13 12:09

本文选题：胜任力模型　切入点：HRSN公司　出处：《电子科技大学》2017年硕士论文　论文类型：学位论文

【摘要】：人力资源管理的好坏直接关系到企业发展的成功与否。良好的人力资源管理制度的形成能够有效协助企业广纳人才,这些人才能够在企业设置的不同岗位发挥出应有的作用,从而达到企业高效的运作与发展。如何有效吸引和引进人才,如何高效管理和利用人力资源、节约管理成本,让人力资源管理与企业发展相互匹配,并在长期过程中达到可持续的发展,是企业人力资源部门共同面对的关键核心问题。本文以HRSN公司基层管理人员为研究对象,通过文献计量和共词分析,对胜任力模型进行详细的论述,并结合HRSN公司的自身特点和问题分析,构建人才测评指标体系,并结合公司的企业文化、公司核心价值观、公司激励制度、公司培训等方面,对其基层管理人员进行测评指标体系研究。运用多种量化分析方法相结合的分析范式,为HRSN公司深化实施人才测评体系提出相应的保障策略和管理建议。本文第一章对研究背景、研究意义以及研究的主要内容进行了阐述。第二章对国内外相关文献进行了梳理与分析,在借鉴前人研究的同时也评述了以往研究在人才测评方面的不足之处,提出胜任力模型作为人才测评的理论基础,并对胜任力模型的理论与方法进行了系统的分析。第三章对HRSN公司的调研发现,该公司在基层管理人员的制度建设、人员招聘、薪酬待遇、激励机制、培训过程中,存在不同程度的问题,而这些问题成为限制公司进一步发展与提升的瓶颈。第四章基于胜任力模型,通过系统梳理人才测评体系构建的原则、指标抽取和指标内涵的分析研究,构建形成了HRSN公司人才测评指标体系,并通过评价方法的对比研究,综合运用AHP方法和灰色评价法,对公司基层管理人员进行人才测评研究。第五章针对HRSN公司人才测评的有效实施,提出了相应的改进策略。本文主要从人才发掘、人员薪酬、人员激励、员工培训和人才测评等五个方面,为HRSN公司基层管理人员的测评有效实施进行了改进。对HRSN公司在人才测评工作中提供了理论与实践的指导,其研究成果也可作为其他企业在人才测评工作进行参考。
[Abstract]:The quality of human resources management is directly related to the success or failure of enterprise development. The formation of a good human resources management system can effectively help enterprises to accept talents, and these talents can play their due role in different positions set up by enterprises. How to attract and introduce talents effectively, how to efficiently manage and utilize human resources, how to save management cost, and how to match human resource management with enterprise development. And to achieve sustainable development in the long process is the core problem that human resources departments of enterprises face. This paper takes the grass-roots managers of HRSN Company as the research object, through the literature measurement and coterm analysis, The competency model is discussed in detail, combining with the analysis of HRSN company's own characteristics and problems, the evaluation index system of talents is constructed, and the corporate culture, the company's core values, the company's incentive system, the company's training, etc. This paper studies the evaluation index system of its grass-roots management personnel, and applies the analytical paradigm which combines various quantitative analysis methods, Put forward the corresponding safeguard strategy and management suggestion for HRSN company to deepen the implementation of talent evaluation system. The significance of the research and the main contents of the study are expounded. Chapter two combs and analyzes the relevant literature at home and abroad, and also comments on the shortcomings of the previous research in the field of talent evaluation while drawing lessons from previous studies. The competency model is put forward as the theoretical basis of talent evaluation, and the theory and method of competency model are systematically analyzed. There are some problems in the process of salary treatment, incentive mechanism and training, which are the bottleneck of further development and promotion of the company. Chapter 4th is based on competency model. Through systematically combing the principles of talent evaluation system construction, index extraction and analysis and study of index connotation, this paper constructs the talent evaluation index system of HRSN Company, and through the comparative study of evaluation methods, synthetically applies AHP method and grey evaluation method. The 5th chapter puts forward the corresponding improvement strategies for the effective implementation of the talent evaluation of HRSN Company. This paper mainly from the talent discovery, personnel compensation, personnel incentive, The five aspects of employee training and talent evaluation have improved the effective implementation of the evaluation for the grass-roots managers of HRSN Company. It has provided theoretical and practical guidance to the HRSN Company in the evaluation of talents. Its research results can also be used as a reference for other enterprises in the evaluation of talents.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.71

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