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论文编号：	16046
作者编号：	2320224103
上传时间：	2026/6/3 21:36:49
中文题目：	X中医连锁管理公司人力资源三支柱模式构建研究
英文题目：	Research on the Construction of the Three-pillar model of Human Resources in X Traditional Chinese Medicine Chain Management Company
指导老师：	李亚
中文关键字：	人力资源三支柱；中医连锁；角色定位；胜任力模型
英文关键字：	Three-pillar model of human resources; Chinese medicine chain; Role positioning; Competency Model
中文摘要：	随着互联网+、工业4.0、云计算、物联网以及人工智能等新兴概念的迅速普及，企业所处的商业环境也正持续发生着变化。如何在纷繁复杂的VUCA时代生存下来，并实现可持续发展，是每一位企业家及管理者的核心挑战。在瞬息万变的时代，企业家纷纷加快了转型发展的步伐，也逐步认识到了现代组织间的竞争归根到底是人才资源的竞争。因此，企业普遍希望通过优化人力资源管理体系与实践方式来应对经营环境的快速变化。 X中医连锁管理公司（以下简称X公司）是一家专注于做连锁中医馆的企业，近几年顺应中医药发展和群众对于健康的诉求，发展迅速，目前在全国拥有中医连锁医疗机构三十余个。X公司战略目标清晰，业务模式成熟，但在准备快速扩张的时候遇到了瓶颈——人才供应不足，原有的基于六大模块的人力资源资源管理体系已严重不匹配公司的业务需求。基于公司的发展战略，企业高层希望通过推行人力资源三支柱管理模式来解决当前的瓶颈。 本文以X公司为案例，首先通过文献学习，探究了三支柱模式的理论基础、国内外的研究动态、优秀企业的应用效果和下一步研究趋势。其次，利用问卷调查、访谈、人力资源数据分析等方法，对X公司当前人力资源管理现状及存在的问题进行了深入的剖析，以便对其人力资源管理背景与环境有更深入地了解。然后构建了具有X公司特色的人力资源三支柱体系以匹配公司的发展战略和实现管理层对人力资源管理升级的期望。最后，为了最小程度降低对公司业务的影响，保障人力资源三支柱模式在X公司成功落地，制定了分布实施计划，并构建了多重保障措施。 本文的研究成果及设计方案若能顺利落地成功，不仅可以解决X公司的人力资源管理困境，同时还能为中医连锁经营模式下的人力资源管理实战提供具体参考，促进中医药行业的人力资源管理体系不断健全。
英文摘要：	With the rapid proliferation of emerging concepts such as Internet Plus, Industry 4.0, cloud computing, the Internet of Things, and artificial intelligence, the business environment in which enterprises operate is undergoing continuous transformation. How to survive and achieve sustainable development in this complex and volatile VUCA era has become a core challenge for every entrepreneur and manager. In this fast-changing landscape, entrepreneurs are accelerating their transformation and development efforts, gradually recognizing that competition among modern organizations ultimately boils down to competition for human resources. As a result, companies generally seek to respond to the rapid changes in their operating environments by optimizing their human resource management systems and practices. X Traditional Chinese Medicine (TCM) Chain Management Company (hereinafter referred to as X Company) is an enterprise dedicated to establishing a chain of traditional Chinese medicine clinics. In recent years, aligning with the growth of TCM and public demand for health, X Company has expanded rapidly and currently operates over thirty TCM chain medical institutions nationwide. The company has clear strategic goals and a mature business model; however, it encountered a bottleneck when preparing for rapid expansion—insufficient talent supply—and its existing human resource management system based on six core modules no longer met the evolving business needs. To address this challenge, senior management intends to implement the HR Three-Pillar Model in line with the company’s development strategy. This study takes X Company as a case. Firstly, through literature review, it explores the theoretical foundations of the Three-Pillar Model, current research trends both domestically and internationally, successful applications in leading enterprises, and future research directions. Second, using questionnaires, interviews, and human resource data analysis, it conducts an in-depth examination of X Company’s current HR management status and existing problems, aiming to gain a deeper understanding of the company’s HR context and environment. Third, it designs a customized HR Three-Pillar framework tailored to X Company’s unique characteristics, aligned with its strategic development and meeting management expectations for upgrading HR practices. Finally, to minimize disruption to business operations and ensure successful implementation of the Three-Pillar Model, a phased rollout plan and multiple safeguard mechanisms are established. If the research results and design plan of this study can be successfully implemented, it will not only solve the human resource management predicament of X Company but also provide specific references for human resource management in the context of traditional Chinese medicine chain operation, promoting the continuous improvement of the human resource management system in the traditional Chinese medicine industry.
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