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论文编号：	15144
作者编号：	2320224058
上传时间：	2024/12/10 21:41:11
中文题目：	P物业公司校招员工配置策略研究
英文题目：	Research on the graduate employees staffing strategy of P property management company
指导老师：	吕峰
中文关键字：	物业管理；校招员工；人员配置；人力资源管理
英文关键字：	property management; graduate employees; staffing; human resource management
中文摘要：	随着中国社会主义现代化建设和全球科技革命的不断深化，中国经济日趋 繁荣、城市建设迅速发展，物业服务的边界正在被打破，行业快速发展。物业服 务重要性突显和物业企业快速发展对物业服务的品质和能力提出新时代的要 求，人力资源管理也需要适应新的发展变化。然而物业服务行业在我国尚在发展 阶段，仍未建立起成熟完备的人力资源管理体系。通过校园招聘进入企业的员工 是推动企业创新和进步的重要力量，做好校招员工合理配置可以一定程度上满 足物业服务行业和物业管理企业高速发展的新要求。如何科学地获取、高效地使 用、稳定地留任校招员工应该是物业管理企业人力资源管理工作必须思考和实 践的系统性问题，这也意味着物业管理企业需要将校招员工的配置问题与企业 战略一并思考，并在企业发展过程中作为重点项目规划和实施。 本文运用文献研究法，采用了赫伯特·G·赫尼曼对人员配置的定义作为理 论基础和逻辑框架，也对人员配置研究中所涉及的其他相关概念和理论进行了提 炼和总结。同时运用历史数据分析法，通过对P物业公司过往校园招聘和培养任 用的数据进行分析研究发现：目前P物业公司校招员工的配置工作已经取得一些 阶段性成效，校招员工数量和质量均有明显的提升和变化，但仍存在很多问题。 本文通过与企业内外关键人员访谈和问卷调研等方式，结合P物业公司目前的战 略发展要求，总结出公司现阶段校招员工在获取、使用和留任方面存在的问题和 造成这些问题的深层次原因；而后借鉴其他成熟行业人员配置的相关经验，分别 从校招员工获取、使用、留任方面提出了改善建议和优化策略；同时明确保障措 施，以确保研究的可实践和可落地性。 校招员工配置发展是一个全面且系统化的过程。通过对 P 物业公司校招员 工配置现状、存在的问题及原因深入分析，本文制定的一系列优化措施对于改善 目前 P 物业公司人力资源工作中的现实问题具有积极作用，同时一定程度上也 可以为其他同行业或跨行业企业的人员配置工作提供参考依据。
英文摘要：	With the deepening of China's socialist modernization and the global scientific and technological revolution, China's economy is becoming more and more prosperous,urban construction is developing rapidly, the boundary of property services is being broken, and the industry is developing rapidly. The importance of property services and the rapid development of property enterprises have put forward new requirements for the quality and ability of property services, and human resource management also needs to adapt to new developments and changes. However, the property service industry in China is still in the development stage, and has not yet established a mature and complete human resource management system. Employees who enter the enterprise through campus recruitment is an important force to promote the innovation and progress of the enterprise, and the reasonable allocation of school recruitment employees can meet the new requirements of the rapid development of the property service industry and property management enterprises to a certain extent. How to scientifically obtain, efficiently use and stably retain school-recruited employees should be a systematic issue that must be considered and practiced in the human resource management of property management enterprises, which also means that property management enterprises need to think about the allocation of school-recruited employees together with their corporate strategy, and plan and implement them as key projects in the process of enterprise development. This paper uses the literature research method and adopts the methods of Herbert G. Heneman's definition of staffing serves as a theoretical basis and logical framework, and also refines and summarizes other related concepts and theories involved in staffing research. At the same time, using the historical data analysis method, through the analysis of the data of the past campus recruitment and training and appointment of P Property Company, it is found that the current allocation of school recruitment staff of P Property Company has achieved some phased results, and the number and quality of school recruitment employees have been significantly improved and changed, but there are still many problems. Through interviews with key personnel inside and outside the company and questionnaire surveys, combined with the current strategic development requirements of P Property Company, this paper summarizes the problems existing in the acquisition, use and retention of the company's current school recruitment employees and the deep-seated reasons for these problems. Then, drawing on the relevant experience of staffing in other mature industries, we put forward improvement suggestions and optimization strategies from the aspects of acquisition, use and retention of school-recruited employees. At the same time, the safeguard measures are clarified to ensure the practicability and feasibility of the research. The development of school recruitment staff is a comprehensive and systematic process. Through an in-depth analysis of the current situation, existing problems and reasons for the staffing of P property company, a series of optimization measures formulated in this paper have a positive effect on improving the current practical problems in the human resources work of P property company, and can also provide a reference for the staffing work of other enterprises in the same industry or across industries to a certain extent.
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