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论文编号：	10274
作者编号：	2220160734
上传时间：	2018/12/5 16:10:01
中文题目：	华亚控股人力资源管理体系的改进研究
英文题目：	Research on the Improvement of Huaya Holdings Human Resource Management System
指导老师：	焦媛媛
中文关键字：	华亚控股；流失率；人力资源管理体系；改进
英文关键字：	Huaya Holdings；Loss rate；Human resources management system；improvement
中文摘要：	人才竞争是知识经济时代的特点，谁掌握了人才谁就掌握了主动权。针对企业出现的人员流失率高、难于管理的现象，结合现代人自我意识强、个性张扬、难于驾驭的性格特点展开探讨。探讨如何吸引、留住人才，如何管理、引导并激发他们工作的积极性与责任感，在实现自我价值的同时，以高效率的工作来达成企业利益的最大化，起到支撑企业生存与发展的目的。这应当是现代企业尤其是民营企业管理者需要认真思考的问题。论文以华亚控股有限公司为案例，通过现场面谈、发放问卷调查、采用文献研究等方法，同时借助人力资源管理理论进行了深入的分析研究。研究表明，华亚控股目前人力资源管理体系设计及人力资源管理规划、薪酬福利、思想管理、留人机制、企业文化建设等方面存在不足甚至缺失，以人为本的理念落实不够到位，这些问题的存在造成了管理上困难重重，人才流失严重，制约了企业的发展。论文结合时代人性特点、社会发展趋势及华亚控股目前所反映出来的实际状况，从六大模块即人力资源规划和招聘模块、人力资源培训和绩效管理模块、人力资源薪酬福利和劳动关系模块逐一进行梳理，找出并改进人力资源管理体系中设计不足的部分和执行力落实不到位的地方。论文重点提出了“一个坚持，二个重点”的解决问题的方案。“一个坚持”是指坚持“以人为本”的人性化管理原则，设立思想管理岗位，大力抓好思想和文化建设工作，激发员工内在的工作需求，设立思想管理岗位是本文的创新点；“二个重点”之一是重点要设计一个合理的薪酬福利制度并保证落实，之二是重点要增设一条员工技术管理岗位序列，丰富华亚控股员工的晋升管理通道。满足员工的物质需要，有广阔的发展空间，舒适人性化的工作环境，这些保障的实施，符合人性特点和现代企业管理发展的趋势，有利于提高员工的觉悟认识，激发其内在的工作热情，达到吸引、激励、留住人才为企业所用，实现个人与企业组织共同发展的目的。
英文摘要：	Talent competition is a characteristic of the era of knowledge economy. Whoever has mastered talents has taken the initiative. Aiming at the phenomenon of high turnover rate and difficult to manage, this paper discusses the characteristics of modern people with strong self-consciousness, strong personality, and difficult to control. Discuss how to attract and retain talents, how to manage, guide and stimulate their enthusiasm and sense of responsibility for work, while realizing self-worth, to achieve the maximum of corporate interests with efficient work, and to support the survival and development of enterprises. This should be a serious problem for the managers of modern enterprises, especially private enterprises. Taking huaya holdings Co., Ltd. as a case study, this paper carries out in-depth analysis and research with the help of human resource management theory, through on-site interviews, questionnaires, literature research, etc.. The study shows that there are shortcomings or even deficiencies in the current human resources management system design and human resources management planning, remuneration and welfare, ideological management, retention mechanism, and enterprise culture construction, and that the concept of putting people first is not fully implemented. The existence of these problems has caused management difficulties, brain drain is serious, and has restricted the development of enterprises. This paper combines the characteristics of human nature of the times, the trend of social development and the actual situation reflected by Huaya Holdings. The six modules, namely, human resources planning and recruitment, human resources training and performance management, human resources pay and benefits and labour relations, were sorted out one by one. Identify and improve the human resources management system in the design of inadequate parts and implementation of the implementation of the place. This paper puts forward a solution to the problem of "one persistence, two key points". "One insisting" refers to adhering to the "people-oriented" humanistic management principle, establishing ideological management positions, vigorously focusing on ideological and cultural construction work, stimulating the internal work needs of employees, and establishing ideological management posts is the innovation point of this article; One of the "two key points" is to focus on designing a reasonable compensation and welfare system and ensure its implementation. The second is to focus on adding a series of employee technical management positions, and Fengfuhuaya holds the promotion management channel for employees. The implementation of these guarantees conforms to the characteristics of human nature and the trend of the development of modern enterprise management, and is conducive to raising the awareness of employees and stimulating their internal enthusiasm for work. To attract, motivate and retain talents for use by enterprises and achieve the common development of individuals and business organizations.
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