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论文编号：	14362
作者编号：	2320213786
上传时间：	2023/12/12 16:01:11
中文题目：	H液压油缸制造公司生产一线人员配置优化研究
英文题目：	Research on Staffing of Front-line Employees in H Hydraulic Cylinder Manufacturing Company
指导老师：	袁庆宏
中文关键字：	液压油缸制造企业;生产一线人员;人员配置;多能工;技术工
英文关键字：	Hydraulic cylinder manufacturing company;Front-line employees;Staffing;Multi-skilled workers;Skilled worker
中文摘要：	在经济新常态下，一些传统制造业的发展动能不理想，导致中国制造业存在大而不强的问题。面对这一现象，我国提出了中国制造2025的强国计划，推动转型升级和跨越发展，如何将其落地需要各企业结合自身情况做出切实的努力。本研究中的H公司也面临现有标准油缸产品所在的工程机械行业市场低迷的困境，公司需要调整发展战略，实现转型升级。H公司丰富产品结构、开拓非标油缸业务，以寻求更广阔的市场和更丰厚的利润。转型升级后产品结构主要为两类油缸，一个是现有的标准油缸，一般用于普遍的液压传动系统中，具有常规的液压油缸功能，属于大规模定制生产，生产系统比较复杂、产品订单量大，一般采用自动化生产设备进行生产。另一个是新拓展的非标油缸，即非标准液压油缸，具有特定的特性或功能，应用范围广泛，属于多品种小批量生产、工艺复杂，一般采用传统的半自动机械加工设备。两种产品各自具有独特的产品特点，使得两个产品分属的事业部具有截然不同的生产组织特征，也就需要不同的劳动组织特征来匹配。这些不同正是由企业的发展战略、产品结构调整引发的，作为一切调整的原动力——人力资源也需要随之调整。因此，研究企业战略调整背景下人员配置问题变得非常重要。如何保持调整后生产的稳定性和成本控制，如何通过人员配置保障生产系统柔性，这些都要求人力资源具有柔性，形成人员配置的动态适配机制。 本文以H公司为研究对象，以企业发展战略调整过程中，标准油缸业务低迷，非标油缸业务持续攀升为研究背景，其过程中引发的人员配置管理问题为研究内容，采用文献研究法、二手资料梳理、调研访谈等研究方法，在综述人岗匹配、岗位胜任力和人力资源柔性等已有研究基础上，识别出企业在发展战略调整过程中标准油缸事业部的技术工和非标油缸事业部的多能工，这两类技能、素质要求不同但又密切相关的人群，对其当前状态和未来配置等展开分析。H公司的基本情况和人员配置现状表明，需要对其人员配置问题进行深入剖析，并阐述改进人员配置的必要性。继而，就如何从配置标准、配置策略、配置模式等方面提出一系列解决方案。本文为H公司发展战略调整顺利完成提供了有效动力，也为企业生产一线人员配置问题提供有益的借鉴。
英文摘要：	Under the new normal of the economy, the development momentum of some traditional manufacturing industries is not ideal, resulting in the problem that China's manufacturing industry is large but not strong. In the face of this phenomenon, China has put forward the power plan of Made in China 2025 to promote transformation and upgrading and leapfrog development, and how to land it requires each manufacturing enterprise to make practical efforts in combination with its own situation. The H company in this study is also facing the predicament of the construction machinery industry market downturn where the existing standard cylinder products are located, and the company needs to adjust its development strategy, realize transformation and upgrading, and make small contributions to changing the status quo of large but not strong. H company to expand the product structure, develop non-standard cylinder business, to seek a broader market and more lucrative profits. Now after the transformation and upgrading of the product structure is mainly two types of cylinders, one is the existing standard cylinder is generally used in the universal hydraulic transmission system, with conventional hydraulic cylinder functions, which belongs to mass customization production, the production system is more complex, the product order volume is large, and the automatic production equipment is generally used for production. The other is a newly expanded non-standard cylinder, that is, the non-standard hydraulic cylinder, usually has specific characteristics or functions, a wide range of applications, belongs to a variety of small batch production, the production system is relatively simple, the process is complex, and the traditional semi-automatic machining equipment is generally used. The two products have their own unique product characteristics, so that the two products belong to the business division has completely different production organization characteristics, and it needs to have different labor organization characteristics to cooperate. These differences are caused by the adjustment of enterprise development strategy and product structure, and human resources, as the driving force of all adjustments, also need to be adjusted accordingly. Therefore, it is very important to study the personnel allocation in the context of strategic adjustment. How to maintain the stability of adjusted production and cost control, how to ensure the flexibility of production system through personnel allocation, all these require the flexibility of human resources, and need to form a dynamic adaptation mechanism of personnel allocation. This thesis takes Company H as the research object, takes the downturn of standard cylinder business and the continuous rise of non-standard cylinder business in the process of enterprise development strategy adjustment as the research background, and the personnel allocation management problems caused by the process as the research content, secondary data combing, survey and interview. On the basis of summarizing the existing researches on strategic adjustment, man-post matching and human resource flexibility, this thesis identifies the technical workers of standard cylinder business unit and the multi-functional workers of non-standard cylinder business unit in the process of enterprise development strategy adjustment, and analyzes the current status and future configuration of these two groups with different skills and quality requirements but closely related. According to the basic situation and current situation of H company, this thesis deeply analyzes the problems of its staff allocation, and states the necessity of improving the staff allocation system of H company. Then, a series of solutions are proposed from the aspects of configuration standard, configuration strategy and configuration mode. This thesis provides an effective impetus for the successful completion of the development strategy adjustment of H company, and also provides a useful reference for the production line personnel allocation of enterprises.
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