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论文编号：	12958
作者编号：	2320180349
上传时间：	2021/12/14 21:58:44
中文题目：	国有GCJS公司人力资源管理职能转型策略与实施研究-终稿
英文题目：	Research on the Transformation Strategy and Implementation of Human Resource Management Function of State-owned GCJS Company
指导老师：	孟繁强
中文关键字：	人力资源管理职能；转型策略；HR三支柱理论
英文关键字：	Human Resource Management Function；Transformation Strategy；HR “three-pillar Theory”
中文摘要：	国有企业体制改革是近年来从国家到企业均投入大量关注度的问题，新时代的经济模式不断冲击着传统企业的经营模式。而随着企业的不断扩张，对人力资源管理的职能和价值创造提出越来越高的要求。传统的以事务性、行政性、职能性为导向的人力资源管理职能模式逐渐与组织发展脱节，人力资源管理职能的转型成功与否对于能否最大化发挥人力资源管理职能成为了国有企业的一门“必修课”，同时人力资源管理部门也渴望摆脱一贯辅助性的角色，成为企业发展的战略支持者。国有GCJS公司近三年来正处于业务快递增长期，对外实行积极扩张的发展战略，而目前公司内部的人力资源管理职能还无法与战略相匹配，无法成为公司战略落地的支撑者。因此本文结合战略人力资源理论，内部营销理论及人力资源管理三支柱模式和相关实践对GCJS公司的人力资源管理职能转型进行了探索。 本文主要采取了文献阅读、内部调研、访谈等研究方法开展撰写论文前的准备工作，对国有GCJS公司人力资源管理职能中存在的问题进行深入调研和分析，参考国内标杆企业创新实践后提出了适合公司实际情况的人力资源管理职能转型模式，结合实际情况确定了业务导向的转型原则，并提出了配套保障措施。 本文力图通过对GCJS公司进行的诊断和分析，对公司战略人力资源管理目标的实现有所帮助，同时也希望对在实践中对有类似问题的企业提供借鉴，后续会继续关注GCJS公司的发展。
英文摘要：	The system reform of state-owned enterprises has attracted generous attention from the state to enterprises in recent years. The economic model of the new era is constantly impacting the business model of traditional enterprises. These issues have become a widely discussed topic. For other enterprises, economic globalization has spawned many new management problems, which also poses new challenges to the enterprise's human resource management model. Traditional administrative-oriented and functional-oriented human resource management model now are increasingly unable to meet the global needs of organization development. Therefore, it has become a compulsory course for state-owned enterprises to think about how to make the transformation of human resources functions to better match the corporate strategy. And the human resource management department is also eager to get rid of its usual auxiliary role and become a strategic supporter of enterprise development. Although GCJS company has entered an era of rapid development in the last three years, the HRM function has not kept up with the pace of development. So, combined with the strategic human resource theory and the three-pillar model of human resource management and related practices, the transformation of GCJS company's human resource function was explored. In this article, I use many kinds of mainstream research methods. For example, literature reading, internal research, and questionnaire surveys are three of them. After conducting an in-depth investigation and systematic research on HRM problems of GCJS companies. Moreover, referring to the domestic representative enterprises and the actual situation of GCJS company, this paper puts forward the "three pillar" human resource model: establishing expert human resource center, human resource cooperation partners and human resource-sharing service center. Ultimately, according to the actual situation of GCJS company, I proposed the principle of this reform are “step by step”. Taking one business unit for experiment, then extend the mature model to the entire company. This thesis tries to help achieve the company's strategic human resource management goals through the diagnosis and analysis of GCJS company. Meanwhile, I also hope to provide a little wisdom to companies with similar difficulties in practice. I will continue to focus on the development of GCJS company and innovation of HRM practice in other company.
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