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论文编号：	14237
作者编号：	2320190596
上传时间：	2023/12/9 11:13:23
中文题目：	GZ公司分布式组织管理背景下人力资源规划研究
英文题目：	Research on Human Resource Planning in the Context of Distributed Organization Management of GZ Company
指导老师：	杨斌
中文关键字：	企业生命周期;战略转型;分布式组织管理;人力资源规划
英文关键字：	Managing Corporate Lifecycles;Strategic Transition;Distributed Operation Management;Human Resources Planning
中文摘要：	在知识经济时代，人力资源及其管理水平在很大程度上影响着企业发展的快慢与好坏。人力资源规划在人力资源管理中占据着基础地位，其必须符合企业的发展战略，同时得以规范操作，才能有力推动企业战略发展目标的最终实现。GZ公司在经营实践中提出了分布式组织管理，并基于该理论调整了公司的组织结构，并编写了“2021-2025五年规划”和“分布式经营模式改革方案”用以指导人力资源工作，但这些规划和方案与公司的整体战略联系并不紧密，未能全面准确地剖析公司在组织结构调整后在人力资源层面暴露出的主要问题。 因此，本文结合分布式组织管理理论、人力资源管理理论与企业战略管理等理论，通过文献查阅法、案例分析法、问卷调查法对GZ公司的人力资源现状以及战略需求的供需平衡进行了分析，发现GZ公司存在目标使命空泛、组织结构过时、关系流程混乱、奖励激励低效、帮助机制复杂、管理领导无力等问题。针对上述问题，本文提出了针对性建议。对于学步期的秸秆生物化工业务单元，需要切实落实人岗匹配，完成人员盘点与开发规划，强化事业心导向的人员培训，制定有吸引力的薪资绩效规划，落实创新业务的事业合伙人机制；对于青年期的余热供暖业务，应该加强关键人才的定向培养，在团队内部形成竞争性文化氛围，强化员工关怀、避免流失，加强内部招聘和人才输送力度，加强职业生涯发展规划；对于官僚早期的生物质发电业务，应该强化人岗匹配、减少人员冗余，重新设定薪酬方案，破除旧思想、建设学习型组织，运用信息化手段促进人效升级。 本研究有利于GZ公司形成良好的战斗力和生命力，提升企业行业竞争力，扭转当前经营不利的局面，也为行业内其他公司人力资源规划提供了参考。
英文摘要：	In the era of knowledge economy, human resources and their management level affect the speed and quality of enterprise development to a great extent. Human resource planning occupies a basic position in human resource management. It must conform to the enterprise's development strategy and be operated in a standardized manner in order to effectively promote the ultimate realization of the enterprise's strategic development goals. GZ Company proposed distributed organizational management in its business practice, adjusted the company's organizational structure based on this theory, and compiled the "2021-2025 Five-Year Plan" and the "Distributed Business Model Reform Plan" to guide human resources work , but these plans and programs are not closely connected with the company's overall strategy, and fail to comprehensively and accurately analyze the main problems exposed at the human resources level after the company's organizational structure adjustment. Therefore, this article combines the theories of distributed organization management, human resources management, and corporate strategic management, and analyzes the current situation of human resources and the supply and demand balance of strategic needs of GZ Company through literature review, case analysis, and questionnaire surveys. It was found that GZ Company had problems such as vague goals and missions, outdated organizational structure, chaotic relationship processes, ineffective rewards and incentives, complex help mechanisms, and weak management leadership. In response to the above problems, this article puts forward targeted suggestions. For the straw biochemical business unit in its infancy, it is necessary to effectively implement personnel-post matching, complete personnel inventory and development planning, strengthen career-oriented personnel training, formulate attractive salary and performance plans, and implement a business partner mechanism for innovative businesses ; For the waste heat heating business in youth, it is necessary to strengthen the targeted training of key talents, form a competitive cultural atmosphere within the team, strengthen employee care, avoid attrition, strengthen internal recruitment and talent transfer, and strengthen career development planning; for early bureaucrats In the biomass power generation business, we should strengthen the matching of personnel and positions, reduce personnel redundancy, reset the salary plan, get rid of old ideas, build a learning organization, and use information technology to promote human efficiency upgrades. This research will help GZ Company to form good combat effectiveness and vitality, enhance the company's industry competitiveness, reverse the current unfavorable operating situation, and also provide a reference for the human resource planning of other companies in the industry.
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