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论文编号：	15243
作者编号：	2320223863
上传时间：	2024/12/16 15:35:15
中文题目：	适应业务战略的人力资源配置优化策略
英文题目：	Optimization Strategies for Human Resource Allocation in Adapting to Business Strategy
指导老师：	孟繁强
中文关键字：	战略人力资源管理；纵向匹配；横向匹配；胜任力；人才盘点
英文关键字：	Strategic Human Resource Management；Vertical Fit；Horizontal Fit；Competency；Talent Review
中文摘要：	人力资源管理在中国国有企业管理体系中占据核心位置，它不仅是企业日常运营与战略部署的坚实基石，更是驱动企业持续创新、实现高质量发展的关键引擎。鉴于全球经济格局的不断演进与国内航空业的蓬勃兴起，A公司及其集团公司正面对前所未有的业务挑战与前所未有的发展机遇。尤其是随着国内外航班渐次复苏所带来的运力激增，以及新型飞机如C919的引入所引发的技术革新需求，企业迫切需要通过优化人力资源配置来灵活应对这些业务变化，确保在激烈的市场竞争中稳固领先地位。 通过详尽的访谈调研与对员工基础数据的综合分析，该研究不仅揭示了A公司人力资源配置的现状及存在的问题，还深入剖析了这些问题背后的深层次原因。针对A公司当前面临的结构失衡、岗位适配度不足以及效能不高等人力资源配置问题，该研究进行了深入剖析，并追溯了这些问题的根源。基于匹配观的理论框架，该研究强调了人力资源与企业战略、组织架构、业务流程及市场需求的紧密联动。通过实施战略人力资源管理，企业能够有效确保人力资源布局与企业长远发展目标相契合，进而提升组织效能与市场竞争力。基于此，该研究为A公司量身打造了一系列人力资源配置优化的具体策略，旨在显著提升企业的人力资源使用效率与整体经营效益。 此外，该研究还着重强调了人力资源的纵向与横向匹配的重要性。纵向匹配意味着企业的人力资源规划需紧密贴合企业战略发展的各个阶段，确保在各发展时期都能获得充足的人力资源支撑；而横向匹配则强调企业内部各部门间人力资源的协同合作与优势互补，共同驱动企业的全面发展。该研究的深入分析与所提建议，将为A公司提供清晰的视角来审视自身在人力资源配置方面的短板与不足，并引导其采取针对性的改进措施。这不仅有助于提升A公司的人力资源管理效率与管理水平，更为其高质量发展奠定了坚实的人才基础与智力支撑。同时，该研究也为其他国有企业提供了宝贵的参考范例，促进了整个行业人力资源管理水平的整体提升。
英文摘要：	Human resource management occupies a pivotal position in the management system of China's state-owned enterprises. It serves not only as a solid foundation for daily operations and strategic deployments but also as a critical driver for sustainable innovation and high-quality development. Given the evolving global economic landscape and the booming domestic aviation industry, A Company and its group are confronted with unprecedented business challenges as well as opportunities. In particular, with the gradual recovery of domestic and international flights leading to a surge in transport capacity, and the introduction of new aircraft such as the C919 spurring technological innovation demands, the enterprise urgently needs to optimize its human resource allocation to flexibly respond to these business changes and maintain a leading position in the fiercely competitive market. Through meticulous interviews, surveys, and comprehensive analysis of employee baseline data, this study not only reveals the current status and existing issues of A Company's human resource allocation but also delves into the underlying causes of these problems. Focusing on A Company's current issues of structural imbalance, inadequate job fit, and low efficiency in human resource allocation, this study conducts a thorough analysis and traces the roots of these problems. Based on the theoretical framework of fit perspective, this study emphasizes the close interconnection between human resources and corporate strategy, organizational structure, business processes, and market demands. By implementing strategic human resource management, enterprises can effectively ensure that human resource planning aligns with their long-term development goals, thereby enhancing organizational effectiveness and market competitiveness. Consequently, this study tailors a series of specific strategies for optimizing A Company's human resource allocation, aiming to significantly improve the efficiency of human resource utilization and overall business performance. Furthermore, this study underscores the significance of both vertical and horizontal fit in human resource management. Vertical fit implies that human resource planning must closely align with each stage of the enterprise's strategic development, ensuring sufficient human resource support across different developmental phases. Horizontal fit, on the other hand, emphasizes the collaborative efforts and complementary strengths among human resources across departments within the enterprise, jointly driving its comprehensive development. The in-depth analysis and recommendations of this study will provide A Company with a clear perspective to examine its shortcomings and deficiencies in human resource allocation and guide it to adopt targeted improvement measures. This will not only help enhance A Company's human resource management efficiency and standards but also lay a solid foundation of talent and intellectual support for its high-quality development. Simultaneously, this study offers valuable reference examples for other state-owned enterprises, contributing to the overall improvement of human resource management standards across the industry.
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