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论文编号：	10239
作者编号：	2220150495
上传时间：	2018/6/14 11:10:26
中文题目：	Y公司基于大数据分析的人才精准化管理模式研究
英文题目：	Y Company''''s Talent Accurate Management Mode Based on Big Data Analysis
指导老师：	薛红志
中文关键字：	大数据分析;人才精准化管理;人力资源管理
英文关键字：	Big Data Analysis;Talent Accurate Management;Human Resource Management
中文摘要：	在大数据成为全新生产要素之一的时代，大数据概念的提出，使得人力资源管理中的各个模块都可纳入到量化范畴，企业的人力资源部门将由后端支持转变为前端牵引性部门。因此，基于大数据分析的人才精准化管理具有重要的研究意义与研究前景。 本文以Y公司为例，主要采用理论分析法、文献研究法、趋势研究法、案例分析法、模型构建法，探讨大数据分析技术在人力资源领域的应用价值和实际运用途径，以此展开研究。首先，对Y公司人才管理现状及问题进行分析，在Y公司的实际发展历程和内外部经营管理环境的调研基础上，从人员基本结构、绩效管理、薪酬福利管理三个主要方面深入研究Y公司的人才管理现状，并提出Y公司人才管理过程中出现的主要问题。其次，探究Y公司基于大数据的人才精准化管理设计，确定了基于大数据的人才管理目标和指导原则，并提出Y公司基于大数据的人才精准化管理方法。最后，在上述研究的基础上，提出Y公司基于大数据的人才精准化管理的实施与保障策略。 研究得出Y公司人才管理中存在着部分机构职责定位模糊；部门个数过多，组织效率低下；薪酬体系不完善，内外公平无法保证；绩效考核体系不完善，部分岗位无绩效考核；缺乏数据挖掘和分析的专业人才等问题。并分别从人才的招聘与配置、员工的培训与考核、员工绩效管理和薪酬福利制度方面提出了大数据的详细应用方法与建议。在拟定Y公司基于大数据的人才精准化管理的基本实施计划和辅助实施计划的基础上，提出基于大数据的人才精准化管理的公司制度保障、组织结构保障、技术人才保障和技术支撑系统保障。总的来说，大数据在人才管理的运用中，能够有效地提升人力资源部的战略地位，强化人力资源决策的专业性和精准性，为企业的人力资源发展提供科学的依据。
英文摘要：	In the era of big data becoming one of the new production factors, the concept of big data makes the various modules in human resource management can be incorporated into the quantitative scope. The human resources department of the company will be transformed from front-end support to front-end traction. Therefore, the precise management of talents based on big data analysis has important research significance and research prospects. This thesis takes Y company as an example. It mainly uses theoretical analysis method, literature research method, trend research method, case analysis method and model construction method to discuss the application value and practical application path of big data analysis technology in human resources. Start the study. First, analyze the status quo and problems of Y company's talent management, based on the actual development history of Y company and the investigation of internal and external operating management environment, in-depth study of Y company from the three basic aspects of basic structure of personnel, performance management, compensation and benefits management. The status quo of talent management, and put forward the main problems in the Y company's talent management process. Secondly, it explores the design of a precise talent management model for Y based on big data. Determined the goals and guiding principles of talent management based on big data, and proposed Y company's talents precise management method based on big data. Finally, on the basis of the above research, the implementation and protection strategies of Y company's talented person's precise management based on big data are proposed. The study found that Y company's talent management has some ambiguous positioning of the agency; too many departments, low organizational efficiency; compensation system is not perfect, internal and external inequities can not be guaranteed; performance appraisal system is not perfect, some positions have no performance appraisal; lack Data mining and analysis of professionals and other issues. The detailed application methods and recommendations of big data were proposed from the aspects of talent recruitment and deployment, staff training and assessment, staff performance management and remuneration and welfare systems. On the basis of formulating basic implementation plans and supporting implementation plans for Y company's talented personnel's precise management based on big data, the company’s institutional guarantee based on big data, the organizational structure guarantee, the technical personnel guarantee, and the technical support system guarantee . Generally speaking, in the use of talent management, Big Data can effectively enhance the strategic position of the human resources department, strengthen the professionalism and accuracy of human resource decisions, and provide a scientific basis for the development of human resources.
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