联系我们

论文查询结果	返回搜索

论文编号：	2221
作者编号：	041896
上传时间：	2010/5/26 10:24:20
中文题目：	基于可雇佣性思维的企业人力资源开发活动的研究
英文题目：	Human Resource Development Employability development internal staff exterior potential staff
指导老师：	谢晋宇
中文关键字：	人力资源开发 可雇佣性开发 内部员工 外部潜在员工
英文关键字：	Human Resource Development Employability development internal staff exterior potential staff
中文摘要：	组织快速变革导致的结果之一是组织不能再承诺提供稳定和安全的就业。雇主和雇员的心理契约正在发生变化，从重视就业安全性向重视可雇佣性转变。在这样的背景下，可雇佣性成为企业和员工共同关注的话题。 可雇佣性是劳动者在其职业生涯过程中获得岗位（包括初次岗位和后续岗位，可以是同一岗位，也可以改变）的能力；可雇佣性还与社会、经济、文化的背景相联系，其具体内容和含义是需要和可以发展的。 本文研究的主要内容是基于可雇佣性思维的企业人力资源开发活动。本研究旨在通过企业提高员工的可雇佣性来营造员工流动再就业与企业选人之间的良性循环，使得企业吸引和留住优秀的员工，而员工也能够在离开原来的企业后顺利找到新的适合自己的工作。 本文研究的对象主要集中在企业内部员工和外部具有就业倾向的大学生两个群体。 其中，内部员工的可雇佣性开发主要有两个目的：(1)为保留员工，提高员工的组织忠诚；(2)在员工职业生涯发生变动的过程中使其能够快速适应新的岗位并在此岗位上发挥优秀的才干。 在外部具有就业倾向的大学生可雇佣性开发中，主要强调两种类型：(1)新进企业试用的员工，对他们进行可雇佣性开发能够增强他们对企业的归属感，同时能够吸引他们；(2)在读的参加企业高校项目或者在企业实习的大学生可雇佣性开发，这类群体的可雇佣性开发同样具有重要意义。能够为企业储备相关人才，同时体现企业的社会责任。 本文研究结论主要有： (一) 企业对内部员工可雇佣性开发的支持活动分为组织角度的支持活动、人力资源管理部门角度的支持活动和可雇佣性开发评估活动。 (1) 组织角度的支持活动主要有使企业环境与企业文化匹配可雇佣性、授权活动、可雇佣性理念的渗透。 (2) 人力资源部门的支持活动主要有可雇佣性项目、提供外部工作信息、可雇佣性开发信息平台的构建。 (3) 可雇佣性开发评估活动，主要从反应、学习、行为和结果四个方面来评估可雇佣性开发活动和开发项目。 (二) 企业对外部潜在员工可雇佣性开发的协助活动主要从对试用期员工的可雇佣性开发和具有就业意向学生的可雇佣性开发。 (1) 对试用期员工可雇佣性开发协助活动主要有感知培训、新老员工帮带项目、组织社会化、基本管理技能培训和轮岗。 (2) 对具有就业倾向学生的可雇佣性开发协助活动主要有工作意识建立、体验工作、其他工作经历、企业参与课程设置、技能培训和个人开发、开发自我意识和自我认识。 本研究在设计基于可雇佣性思维的人力资源开发思路时，纳入了项目管理思想，将项目管理和人力资源开发进行了整合，充分发挥项目管理思想在企业人力资源开发中的重要作用，属于本研究的创新之处。
英文摘要：	One result of the organizational fast change is that they can’t promise supplying the steady and safety employment. The psychological bargain between the employer and the employee is changing, which is changing from regarding the safety of employment to regarding employability. Employability is the ability to obtain job during people’s career, including the initial job and the subsequent one, they can be the same one or not. Employability is related with social, economic, cultural background as well, the detailed content and signification is and need to be developed. This research mainly discusses the human resource development activities based on employability thinking. We plan to construct the benign circulation between employee occupation and enterprises’ recruitment through improving people’s employability and to attract and retain the outstanding employees. At the same time, employees can find the suitable work after they leave the former one. We select people in enterprises and students who have the employ intent as our research object. There are two aims for the internal employees’ employability development: one for retain people and another for their fast adapting during employees’ job alternation. On the other hand, we mainly emphasize two styles on the employability development for students have employability intent: one for the newcomers, to strengthen their home feeling and attract them, another for students at school who join the enterprise-school project, or students who have intern-ship in enterprises. This can help enterprises building HR-save up and publicize their social responsibility. The main findings are as follow: The first, supporting activities for the internal employees’ employability development can be divided into three parts: 1. Supporting activities at organizational perspective: matching the enterprise’s climate and culture with employability, empower activities and the infiltrating of employability mission. 2. Supporting activities at HRM department’s perspective: employability program, supplying the outside occupational information, constructing the communication flat for employability development. 3. Evaluating employability development: mainly from reaction, learning, behavior and result. The second, enterprises supply assistant activities for the exterior potential employees, which are divided into newcomers’ employability development and students’ employment development who have employment intent. 1. Assistant activities for newcomers: induction, old-new employees’ help project, organizational socialization, basic management skills training and rotation. 2. Assistant activities for students who have employment intent: awareness building, work-experience placements, other work experience, involvement in courses and curriculum, skills training and personal development, developing self-awareness and articulation. This research brings into the project management idea when developing the HRD thinking based employability thinking and makes full use of the project management in HRD. It is the creation of this research.
查看全文：	预览  下载(下载需要进行登录)