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论文编号：	12993
作者编号：	2320190600
上传时间：	2021/12/16 20:18:16
中文题目：	人—组织匹配视角下一汽丰田泰达工厂 班组长选拔及培养机制优化研究
英文题目：	Research on the Optimization of Floor Managers Selection and Development Mechanism in FAW Toyota TEDA Plant from the Perspective of Person-Organization Fit
指导老师：	杨斌
中文关键字：	班组长;丰田生产方式;人—组织匹配;人才选拔;人才培养
英文关键字：	Floor manager; Toyota Production System; Person—Organization Fit; Talent Selection; Training and Development
中文摘要：	我国汽车产业正进入转型升级、由大变强的机遇期，在面对汽车产业发展由 规模速度型向质量效益型转变的机遇同时，中国汽车行业面向外资品牌全面开 放，新能源汽车迅速崛起，也给传统汽车制造企业带来了巨大威胁。 作为中国一汽与日本丰田在中国合作设立的大型合资企业，一汽丰田进入 中国市场已经超过 21 年。泰达工厂作为一汽丰田最大整车的生产基地，长期以 来积累了一定的品牌优势，但在企业超速发展过程中也暴露出各项基础管理工 作存在的问题。班组长群体作为企业组织中基层管理者，屡屡达不到各方期待， 无法发挥出在基层管理中应有的重要作用，这一问题已经引起双方母公司及企 业内各级领导的高度关注。 虽然从管理流程规范性的角度，目前泰达工厂班组长选拔与培养机制似乎 并无不妥，但是如果站在强化人与组织匹配关系的视角审视泰达工厂基层管理 人才的选拔与培养过程，其合理性与科学性却并不那么肯定。根据人—组织匹配 理论，在实现人与组织在一致性与互补性匹配的情况下，个人才能在组织中发挥 出最大的效用。而泰达工厂现有的班组长管理手段仅关注了针对岗位所需要能 力的考察，忽略了人与组织在价值观的匹配，也并未考虑员工对于管理和专业发 展路径的自我选择。 为解决这一问题，本文尝试从人—组织匹配视角构建班组长与组织匹配模 型，通过识别个人与组织的特征、供给和需要，制定一套班组长测评机制，优化 班组长选拔价流程，同时以人与组织达成匹配关系作为目标，优化班组长培养机 制，为企业探索一条人与组织匹配性动态平衡的道路。
英文摘要：	China's automobile industry is entering an opportunity period of transformation and upgrading, from large to strong. Facing the opportunity of the transformation of the development of the automobile industry from scale and speed to quality and efficiency, China's automobile industry is fully open to foreign brands, and the rapid rise of new energy vehicles has also brought great threats to traditional automobile manufacturing enterprises. As a large joint venture established by FAW and Toyota in China, FAW Toyota has entered the Chinese market for more than 21 years. As the largest vehicle production base on FAW Toyota, TEDA factory has accumulated certain brand advantages for a long time, but the problems in basic management have also been exposed in the process of overspeed development. As the first—line directors in the enterprise organization, floor managers often can not meet the expectations of all parties and can not play as their important role in the floor management. This problem has attracted the high attention of the top leaders of two—side parent firm and the enterprise. Although it seems to be nothing wrong with the current floor managers selection and training mechanism of TEDA factory from the perspective of standardization of management process, it is not that rational from the perspective of strengthening the matching relationship between people and organization. According to the person— organization fit theory, only when the consistency and complementarity between people and organizations are fitted, can individuals play the greatest role in the organization. The existing methods to manage floor managers in TEDA factory only pay attention to the investigation of the ability required in the post, ignore the fit of values between people and organizations, and do not consider the employees' self selection from management and professional development path. To solve this problem, this paper attempts to build a floor managers and organization fit model from the perspective of person—organization fit. By identifying the characteristics, supply and needs of individuals and organizations, this paper formulates a set of floor managers evaluation mechanism, optimizes the selection process of floor managers, and optimizes the training mechanism of floor managers with the goal of achieving the matching relationship between people and organizations, explore a way of dynamic balance between person and organization fit for enterprises.
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