基于需求层次理论的工程造价咨询企业人力资源管理研究

发布时间：2018-04-27 07:43

本文选题：工程造价咨询企业 + 需求层次　；参考：《南京工业大学》2013年硕士论文

【摘要】：工程造价咨询企业经过近二十年的发展和完善，已经成为我国投资建设领域的一支重要力量，无论是在造价工程师的人数增长上，还是在企业的执业质量和管理水平上都取得了令人瞩目的成绩。根据统计数据表明，工程造价咨询企业的营业收入呈逐年上升趋势，可见我国的工程造价咨询市场蕴藏着巨大的发展潜力。由于良好的外部环境，越来越多的工程造价咨询企业应运而生，并取得了不同程度的成功，但是，面对激烈的市场竞争，如何能够战胜对手，确保自己长久的立于不败之地就成为了企业关注的焦点。人力资源是工程造价咨询企业的核心力量，也是企业发展和壮大的关键，因此，本文以工程造价咨询企业的员工需求和人力资源管理为研究对象，提出提升企业人力资源管理水平的建议，以此来增强我国工程造价咨询企业的核心竞争力。本文通过对大量相关文献的总结与提炼，首先从我国工程造价咨询企业以及从业人员的现状入手，，结合马斯洛需求层次理论，对企业员工的需求进行层次分析，构建出了工程造价咨询企业从业人员的需求模型，其次，以企业员工的需求为切入点，通过对平衡计分卡思想的运用，建立了工程造价咨询企业人力资源管理的诊断模型以及相应的诊断指标体系，从而帮助企业站在企业员工需求的角度，对人力资源管理所存在的问题进行科学合理的分析，并依据诊断结果，提出基于马斯洛需求层次理论的工程造价咨询企业人力资源管理的提升对策。最后，本文以TC公司为实例，结合公司的实际情况，运用本文的研究方法，对基于公司员工需求的TC公司人力资源管理的现状进行分析，并根据基于马斯洛需求层次理论的工程造价咨询企业人力资源管理提升对策，制定出针对TC公司的人力资源管理的改善途径。本研究为我国工程造价咨询企业人力资源管理的改善提出了合理建议，在实际操作中更具参考价值和实际意义。
[Abstract]:After nearly two decades of development and improvement, engineering cost consulting enterprises have become an important force in the field of investment and construction in China, whether in terms of the increase in the number of cost engineers. Or in the practice quality and management level of enterprises have made remarkable achievements. According to the statistical data, the operating income of the engineering cost consulting enterprises is increasing year by year, which shows that the engineering cost consulting market in China has great potential for development. Due to the good external environment, more and more engineering cost consulting enterprises emerge as the times require, and have achieved different degrees of success. However, in the face of fierce market competition, how can they defeat their rivals? To ensure that their long-term invincible position has become the focus of corporate attention. Human resource is not only the core force of engineering cost consulting enterprise, but also the key to the development and expansion of enterprise. Therefore, this paper takes the employee demand and human resource management of engineering cost consulting enterprise as the research object. In order to enhance the core competitiveness of our country's engineering cost consulting enterprises, this paper puts forward some suggestions on how to improve the level of human resources management. This paper summarizes and refines a large number of related documents, starts with the current situation of engineering cost consulting enterprises and practitioners in our country, and combines Maslow's hierarchy of demand theory to analyze the needs of employees in enterprises. The demand model of the employees in the engineering cost consulting enterprise is constructed. Secondly, taking the demand of the enterprise staff as the starting point, the idea of balanced scorecard is applied. This paper establishes the diagnostic model and corresponding diagnostic index system of human resource management in engineering cost consulting enterprises, so as to help enterprises to scientifically and reasonably analyze the problems existing in human resource management from the point of view of employees' needs. Based on the diagnosis results, the countermeasures of human resource management in engineering cost consulting enterprises based on Maslow's hierarchy of demand theory are put forward. Finally, this paper takes TC company as an example, combines the actual situation of the company, using the research method of this paper, analyzes the current situation of human resource management of TC company based on the company's employee demand. Based on Maslow's hierarchy of demand theory, the countermeasures of improving human resource management of engineering cost consulting enterprises are put forward, and the ways to improve the management of human resources for TC company are worked out. This study provides reasonable suggestions for the improvement of human resource management in engineering cost consulting enterprises in China, and has more reference value and practical significance in practical operation.
【学位授予单位】：南京工业大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.92

【参考文献】