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论文编号：	13703
作者编号：	2320200292
上传时间：	2022/12/6 15:18:41
中文题目：	S公司人力资源管理策略研究
英文题目：	A Study on Human Resource Management Strategy of S Company
指导老师：	孟繁强 副教授
中文关键字：	S公司；人力资源管理策略；战略人力资源管理；三支柱模型
英文关键字：	Company S；HRM strategy；Strategic human resource management；Three pillar model
中文摘要：	当前世界正处于百年未有之大变局，复杂多变得国际局势下，我国网络通信领域对自主可控技术、产品、解决方案的需求越来越强烈。S公司的自主创新技术即V2V通信协议，以及基于此技术应用研发的S网能够以其先进理念技术和丰富的应用形式能够引领各行各业发展，协助国家相关产业筑牢网络安全防线，为社会做出重要贡献。而自主创新、技术驱动、公司及行业的快速发展，也对人力资源管理工作提出了更高的要求，对如何识别培养引入关键人才、驱动组织发挥可持续的竞争能力赋予了更高的期待。 本论文首先运用文献研究法对战略人力资源管理、HRM策略作用和分类和转型、解决方案式销售等理论进行回顾总结；其次，采用访谈调研、案例分析等方法对S公司发展历程、战略规划、业务特点及人力资源工作开展现状进行了全面的展示；再次，采用专家意见法对S公司HRM策略进行现状分析、问题及原因总结，并结合需求进行HRM策略优化，最终结合人力资源管理4P模型、5P模型、三支柱理论等工具梳理出符合S公司需求的HRM策略规划全景图及具体工作规划。 基于S公司现阶段公司战略规划、所处生命周期阶段及业务特点和人力资源管理发展历程及现状，明确制定HRM策略为团队发展型HRM策略，明确了人力资源管理需要发挥人力资源功能柔性、人力资源机动力、人力资源密集结合的要求，规划出长期理念和短期规划全景，提出纵向联通、横向协同的综合方案，横向以素质管理、岗位管理、绩效管理、薪酬管理为切入角度，纵向以理念、政策、项目的体系为逻辑，一方面明确短期重点项目，另一方面针对长期规划重新打造人力资源团队组织架构、工作流程及能力提升方案。 最后通过制度保障、流程保障、人才梯队保障、文化保障、信息互通保障的梳理，确保一系列工作的落地性，为组织长期发展提供了稳扎稳打的人力资源管理体系，作为战略伙伴，促动组织能力持续提升、真正具备商业上的竞争优势。
英文摘要：	The world is undergoing major changes unseen in a century and the international situation is complex and changeable. There is a growing demand for autonomous and controllable technologies, products and solutions in China's network communication field. The independent innovation technology of S company, namely V2V communication protocol, and the S network developed based on this technology can lead the development of all walks of life with its advanced concepts and technologies and rich application forms, assist the relevant industries of the country to build a strong network security defense, and make important contributions to the society. Independent innovation, technology-driven, rapid development of the company and the industry have also put forward higher requirements for human resource management, and given higher expectations on how to identify, cultivate and introduce key talents and drive the organization to play the sustainable competitive ability. Firstly, this paper uses literature research method to review and summarize the theories of strategic human resource management, HRM strategy role, classification and transformation, and solution-style sales. Secondly, the development process, strategic planning, business characteristics and the current situation of human resources work of S Company are comprehensively displayed by means of interview survey and case analysis. Thirdly, the expert opinion method is adopted to analyze the current situation, problems and reasons of HRM strategy of S company, and the HRM strategy is optimized according to the needs. Finally, the HRM strategic planning panorama and specific work plan meeting the needs of S company are sorted out by combining the 4P model, 5P model and three-pillar theory of human resource management. Based on S Company's current strategic planning, life cycle stage and business characteristics as well as the development process and current situation of human resource management, the HRM strategy is clearly formulated as the team-oriented HRM strategy, and the requirements of flexible, dynamic and intensive combination of human resources in human resource management are clarified. The long-term concept and short-term plan are planned out, and the comprehensive plan of vertical connection and horizontal coordination is proposed. The horizontal plan is based on quality management, position management, performance management and salary management, and the vertical logic is based on the system of concept, policy and project. On the one hand, short-term key projects are defined. On the other hand, the organization structure, work flow and capability improvement plan of human resource team were rebuilt for long-term planning. Finally, by sorting out the system guarantee, process guarantee, talent echelon guarantee, cultural guarantee and information exchange guarantee, we can ensure the implementation of a series of work, and provide a steady and stable human resource management system for the long-term development of the organization. As a strategic partner, we can promote the continuous improvement of organizational capacity and truly have a competitive advantage in business.
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