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论文编号：	12470
作者编号：	2320180721
上传时间：	2021/6/12 8:51:53
中文题目：	x集团人力资源管理问题分析及对策研究
英文题目：	Research on the Problem Analysis and Improvement Countermeasures of Human Resource Management of X Group
指导老师：	杨斌 教授
中文关键字：	战略人力资源管理；组织结构设计；三支柱模型；人力资源管理职能
英文关键字：	Strategic human resource management; Organizational structure design; Three-pillar model；Human resource management functions.
中文摘要：	近年来，市场环境越来越复杂多变、难以预测，企业发展的压力骤然上升。从国际市场上看，中美间贸易冲突不断，地缘政治此起彼伏，国际市场呈现出多变、不可确定的发展形势。从国内市场看，动物瘟疫时有发生、新冠病毒疫情蔓延全球，这些突如其来的意外情况，将在很长的时间内影响市场走向。面临新的形势、新的挑战，企业如何突破重围逆势成长，成为企业必须面对的问题。 人力资源作为企业的核心资源，是企业核心竞争力的重要体现，企业人力资源管理如何匹配企业发展战略成为企业管理中的重要环节。本文以X集团为案例，分析了其人力资源管理中存在的问题，从战略管理的角度、组织发展的角度以及人力资源管理职能的角度分别对问题的解决进行了研究，并提出了解决问题的对策。通过研究分析发现作为民营化工企业的X集团经过快速发展，在资产规模、经济体量等方面均取得了显著的成绩，但在人力资源管理方面，出现了人才流失、储备不足；战略缺失、目标模糊；组织设计方面管理薄弱，组织结构与企业发展情况不匹配；人力资源管理职能发挥不充分等实际问题，这在一定程度上制约了企业的进一步发展。 结合战略人力资源管理、战略的“之字形”形成模式、权变理论、人力资源三支柱模型等理论研究基础，针对X集团人力资源管理存在的实际问题，分别从战略的角度对高管团队和组织文化进行重构思考，从组织发展的角度对支撑战略落地的组织结构进行优化调整，从人力资源管理职能的角度对X集团人力资源管理模块进行优化提升，按照战略匹配-组织架构支撑-人力资源管理模块优化协同的逻辑层次，从宏观到具体进行了问题分析及对策研究。作为典型的民营化工企业，其发展过程中存在的问题具有一定的普遍性，本论文的研究成果一方面可以作为X集团人力资源管理方面的指导性文件，同时，也可为其他民营化工企业提供相关的参考。
英文摘要：	In recent years, the market environment has become more and more complex, changeable and unpredictable, and the pressure of enterprises for development has risen sharply. From the perspective of the international market, there are constant trade conflicts between China and the United States, and geopolitics rise one after another, so the international market presents a changeable and uncertain development situation. From the perspective of the domestic market, animal plagues occur from time to time, and the new coronavirus epidemic spreads around the world. These unexpected accidents will affect the market trend in a long time. Facing new situations and new challenges, how to break through the dilemma and grow against the trend has become a problem that companies must face. As the core resource of enterprise, HR (human resource) is an important manifestation of enterprise’s core competitiveness. How to match enterprise development strategies with enterprise human resource management has become an important part of enterprise management. Taking X Group as an example, this paper analyzes the problems existing in its human resource management, studies the solutions of the problems respectively from the perspective of strategic management, organizational development and human resource management functions, and proposes the countermeasures to solve the problems. Through research and analysis, it is found that X Group, as a private chemical enterprise, has made remarkable achievements in terms of asset scale and economic volume after rapid development. However, in terms of HR management, there are many practical problems such as brain drain and insufficient reserves; lack of strategy and ambiguous goals; weak management in organizational design and mismatch between organizational structure and enterprise development; insufficient performance of human resource management functions, which restricts the further development of the enterprise to a certain extent. Combining strategic human resource management, strategic "zigzag" formation mode, contingency theory, human resource three-pillar model and other theoretical research foundations, aiming at the practical problems of X Group’s human resource management, this paper reconstructs the top management team and organizational culture from the perspective of strategy, optimizes and adjusts the organizational structure supporting the implementation of strategy from the perspective of organizational development, optimizes and improves the X Group’s human resource management module from the perspective of human resource management functions, and carries out problem analysis and countermeasures research from macro to specific, according to the logical level of strategy matching - organizational structure support - human resource management module optimization and collaboration. As a typical private chemical company, X Group has the problems existing in its development process which are universal. The study result in this paper can not only be used as a guiding document for the human resource management of X Group, but also provide relevant reference for other private chemical companies.
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