中小建筑企业员工关系管理研究

发布时间：2018-01-10 13:38

本文关键词：中小建筑企业员工关系管理研究　出处：《西南大学》2013年硕士论文　论文类型：学位论文

【摘要】：21世纪以来,企业传统粗放式的管理模式逐渐被现代集约式的管理模式所取代,逐渐向知识型、经济型、创新型的企业发展,人才在企业竞争中的核心地位日益凸显。越来越多的企业管理者认识到当今企业的竞争归根结底是人才的竞争。人才已经不再是简单意义上的组织人,而成为了关系企业发展的人力资本。建筑业作为国民经济的重要行业,有着投资大、涉及范围广、人员数量多的特点,加之建筑业的生产特点,工作环境艰苦、工作强度较大、工作项目众多,难免会造成员工对企业的抱怨,让员工和企业关系紧张。中小企业处在企业的成长期,企业的重心仍在企业的生产经营上,对员工关系管理往往关注较少,员工关系管理还不健全。管理员工关系,建立良好的员工关系是中小建筑业发展的重要条件。本文一共分为七个部分,第一部分为研究背景,介绍建筑企业员工关系的变化和在企业发展中的重要地位；第二部分,对国内外员工关系理论进行梳理和总结,为本研究提供理论依据；第三部分,研究意义和设计,介绍本文研究的理论和现实意义以及本研究采用的方法和内容架构；第四部分,对中小建筑企业员工关系管理进行理性分析,从中小建筑企业的员工情况、员工关系管理模式、员工工作满意度、员工培训、企业文化建设方面进行探索,得出中小建筑企业在员工关系管理普遍存在员工关系管理难度大、劳务合同执行情况差、“家族式”员工关系管理模式、员工工作满意度低、激励方式单一、企业文化建设不足等问题；第五部分,针对中小建筑企业员工关系管理的现状和问题,提出了有一定针对性的对策和建议：首先,企业应提高自身的核心竞争力,增强对员工的吸引力；其次,进一步完善员工劳动保障制度；第三,建立“以人为本”的管理体系；第四,建立良好的沟通机制；第五,改善员工工作环境,发挥员工的创造活力；最后,注重企业文化建设。第六部分,以上述研究为基础,对四川DX房地产公司进行案例分析,找出该公司在员工关系方面存在的问题,提出相应的对策与建议。第七部分,总结全文,得出本研究的结论。
[Abstract]:Since the 21st century , the traditional and extensive management mode of enterprises has gradually been replaced by modern intensive management mode . The core position of talents in enterprise competition is becoming more and more prominent gradually to knowledge , economic and innovative enterprises . As an important industry in the national economy , the construction industry has the characteristics of large investment , wide range of work , large number of people , and many work items . It is difficult to complain about the enterprise , and the staff and the enterprise are strained . In the long run of the enterprise , the center of gravity of the enterprise is still not perfect . The employee relationship management is not perfect . It is an important condition for the development of small and medium construction industry to manage employee relationship and establish good employee relationship . This paper is divided into seven parts , the first part is divided into the research background , introduces the change of employee relationship of construction enterprise and the important position in the development of enterprise ; The fifth part , on the basis of the above research , puts forward some countermeasures and suggestions : firstly , enterprises should improve their core competence and enhance the attraction of employees ; secondly , establish a good communication mechanism ; thirdly , establish a " people - oriented " management system ; thirdly , establish a " people - oriented " management system ; thirdly , establish a " people - oriented " management system ; thirdly , establish a " people - oriented " management system ; thirdly , establish a " people - oriented " management system ; and finally , establish a " people - oriented " management system .

【学位授予单位】：西南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.92

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