BJ装修工程公司人力资源管理策略研究

发布时间：2018-02-24 03:15

本文关键词： 建筑装饰人力资源管理策略案例研究　出处：《华南理工大学》2013年硕士论文　论文类型：学位论文

【摘要】：在中国建筑行业细分的过程中，以人为本和可持续发展观，对建筑行业提出更高要求，住宅将来要实现产业化，要把各种新的技术、新的功能、新的流程集合到一起体现到一个项目上。装饰装修是建筑业中一个不可或缺的环节，在旺盛的市场需求推动下，这个行业以超常规的速度迅速发展。然而，建筑装饰企业专业技术知识型员工日益频繁的流动，成为当今装修业人才流动的一大特点。技术是决定一个企业是否具有竞争力的重要因素，而技术创新与进步是由人来完成的。因此，技术的较量归根到底是人才的较量，专业技术人员日益成为各企业争夺的对象。人才的频频流失让建筑装饰企业付出了很大的代价。本文旨在以投资规模适中，而且具有代表意义的BJ装饰工程公司为案例，把握领导理论和战略人力资源理论，从分析其人才流失的现状和原因入手，对目前BJ公司人力资源管理存在的问题进行了深入的分析和研究，提出适合公司特点的、可行的获取人才、奖励人才、发展人才、保护人才等人力资源管理策略的建议，以期在一定程度上起到留住人才、吸引人才的作用，在提高员工满意度的同时实现组织目标，进而获得竞争优势，提高公司效益，同时为其他建筑装饰企业解决人力资源上的流失问题提供可以参考的解决方案。最后，本文针对BJ公司存在的问题提出了解决策略，包括转变人力资源管理模式，加强人力资源制度建设，构建激励性绩效考核体系以及构建竞争性薪酬体系四个方面。具体而言，第一，高度重视企业可持续发展战略的规划作用。第二，积极构建企业核心价值观。第三，树立正确的人力资源管理理念。第四，强化员工培训积极建立学习型组织。建立人力资源管理体系，对人员的招聘、培养、使用、考核规范化、制度化。在建立能够充分激励员工的薪酬体系时，不光要从企业内部的公平性来考量，企业整体薪酬在行业乃至地区中的竞争性也一样重要。针对BJ公司的薪酬现状，本文认为将所有人员的薪酬及效益关联起来是最为重要而紧迫的。构建项目管理体系，激励项目管理人员提升项目效益的积极性，以项目效益决定项目管理人员的薪酬水平。
[Abstract]:In the process of subdivision of China's construction industry, the people-oriented and sustainable development view puts forward higher requirements for the construction industry. In the future, housing should be industrialized and all kinds of new technologies and functions should be put into practice. The new process comes together on a project. Decoration and decoration is an indispensable part of the construction industry, driven by strong market demand, the industry is growing at an extraordinary rate. The increasingly frequent flow of professional and technical knowledge workers in architectural decoration enterprises has become a major feature of the talent flow in the decoration industry today. Technology is an important factor in determining whether an enterprise is competitive or not. Therefore, the contest of technology is the contest of talents, and the professional and technical personnel increasingly become the object of all enterprises. The frequent loss of talents makes the architectural decoration enterprises pay a great price. The purpose of this paper is to take BJ Decoration Engineering Company, which has moderate investment scale and representative significance, as a case study, grasp leadership theory and strategic human resource theory, and start with the analysis of the present situation and causes of the brain drain. This paper makes a deep analysis and research on the problems existing in the human resource management of BJ Company, and puts forward some suggestions for the human resource management strategy, such as obtaining, rewarding, developing and protecting talents, which are suitable for the characteristics of the company, such as obtaining talents, rewarding talents, developing talents, protecting talents, etc. To a certain extent, to retain talent, attract talent, improve the satisfaction of staff at the same time to achieve organizational goals, and then obtain competitive advantage, improve the efficiency of the company, At the same time for other architectural decoration enterprises to solve the loss of human resources to provide a reference solution. Finally, this paper puts forward some solutions to the problems in BJ Company, including changing the mode of human resource management and strengthening the construction of human resource system. To construct incentive performance appraisal system and to construct competitive compensation system. Specifically, first, to attach great importance to the planning role of enterprise sustainable development strategy. Second, to actively construct the core values of the enterprise. Set up the correct concept of human resource management. 4th, strengthen the training of staff, actively establish the learning organization, establish the human resources management system, recruit, train, use, assess and standardize the personnel, Institutionalization. When establishing a compensation system that can fully motivate employees, it is important not only to consider the fairness within the enterprise, but also to consider the competitiveness of the overall compensation in the industry and even in the region. This paper holds that it is most important and urgent to correlate the compensation and benefit of all personnel. To construct the project management system, to encourage the project managers to promote the enthusiasm of the project benefit, and to determine the salary level of the project managers by the project benefit.
【学位授予单位】：华南理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.92

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