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论文编号：	12283
作者编号：	2320180603
上传时间：	2021/3/3 21:06:00
中文题目：	M集装箱航运公司战略人力资源管理问题研究
英文题目：	Research on the Strategic Human Resource Management of M Container Shipping Company
指导老师：	张立富
中文关键字：	人力资源管理; 战略人力资源管理; 集装箱航运
英文关键字：	Human resource management; Strategic human resource management; Container shipping
中文摘要：	改革开放40年来，面对市场的进一步扩大，中国航运业不断发展，国内外航运企业的竞争日趋激烈。在不断调整经营模式和优化业务结构的过程中，企业逐渐认识到人力资源作为一种不易被复制的资产，可能是组织在瞬息万变的全球化世界中拥有的唯一可持续竞争优势，比物质、技术或财务资源更为重要。为此，人力资源专业人员需要在组织内部开展密切合作，积极参与业务决策的制定过程，努力成为实现企业战略目标的重要保障。发源于20世纪80年代的战略人力资源管理（SHRM）研究，通过在现有或未来的人力资源、外部条件和组织战略之间实现契合以满足长期业务需求，将人力资源管理与组织的使命、战略和结构合理配置，为企业获取竞争优势提供了重要的理论指导。 本篇论文首先通过文献综述回顾了战略人力资源管理定义，从角色行为理论、资源基础理论和人力资本理论三大理论出发论述了战略人力资源管理研究的理论基础，并系统总结了普遍视角、权变视角和配置视角下国内外战略人力资源管理研究成果；本篇论文其次对样本企业M公司进行了环境分析，在总结整体市场发展状况的基础上，利用战略分析工具详细归纳了组织内部的优势和劣势、外部的机会和威胁，提出了现有样本企业的战略规划；本篇论文随后通过人力资源结构和管理现状分析，诊断了当前样本企业人力资源管理存在的问题，提出了与战略目标相匹配的员工行为和管理要求，总结了战略人力资源管理系统的建设原则和目标；本篇论文最后根据战略人力资源管理模型的理论和实践基础，将战略人力资源管理系统的政策和实践设计作为重点，论述了构建内容，并针对潜在不足之处，讨论了效果评估的分析层面及实施建议，提出了实现战略人力资源管理目标的保障措施。 本篇论文将国家政策、行业背景与战略人力资源管理相结合，以市场经济条件下公司治理结构较为健全的样本企业为对象进行研究，展现了战略人力资源管理研究的新视角，对同行业及其他公司企业也具备一定的实践和指导意义。
英文摘要：	In the past 40 years of reform and opening up, facing the further expansion of the market, China's shipping industry has continued to develop, and competition between domestic and foreign shipping companies has become increasingly fierce. In the process of continuously adjusting business models and optimizing business structure, companies have gradually realized that human resources, as an asset that is not easy to be copied, may be the only sustainable competitive advantage an organization has in a rapidly changing globalized world, even better than material, technical or financial resources. Therefore, human resource professionals need to cooperate closely within the organization, actively participate in the business decision-making process, and strive to become an important guarantee for the realization of corporate strategic goals. The strategic human resource management (SHRM) research, which originated in the 1980s, provides important theoretical guidance for enterprises to obtain competitive advantage. It rationally configures human resource management with the organization's mission, strategy, and structure by achieving a fit between existing or future human resources, external conditions and organizational strategies to meet long-term business needs. Firstly, this paper reviews the definition of strategic human resource management in the literature, discusses the three major strategic human resource management research theoretical foundations of role behavior theory, resource-based theory, and human capital theory, and systematically summarizes research results of strategic human resource management in domestic and foreign from the universalistic, contingency, and configurational perspective. Secondly, this paper conducts an environmental analysis of the sample M company. On the basis of summarizing the overall market development, it uses strategic tools to analyze the internal advantages and disadvantages of the organization, external opportunities and threats, and presents the existing sample company’s strategic planning. Thirdly, this paper investigates the problems of current human resource management through an overview of the human resource structure and management status of the sample company, proposes employee behavior and management requirements that match the strategic goals, and summarizes the construction principles and goals of the strategic human resource management system. Finally, according to the theoretical and practical foundation of the strategic human resource management model, this paper focuses on the policy and practical design of the strategic human resource management system and discusses the construction content. Aiming at potential shortcomings, it describes the analysis level of the effect evaluation and implementation suggestions, and provides assurance to achieve strategic human resource management goals. This paper combines national policies, industry background and strategic human resource management, and researches sample company with relatively sound corporate governance structures under market economy conditions. It demonstrates a new perspective on strategic human resource management research. Other companies also have certain practical and guiding significance.
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