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论文编号：	3883
作者编号：	2120092741
上传时间：	2011/12/1 13:29:59
中文题目：	TH设计院核心员工保留管理研究
英文题目：	Research on Retaining Management of Key Employee
指导老师：	周建
中文关键字：	战略人力资源管理 设计院 核心员工 保留管理
英文关键字：	Strategic Human Resource Management Design Institute
中文摘要：	摘要 在知识经济蓬勃发展的今天，人才作为企业最重要的核心战略资源，是企业赢得竞争优势和提高企业绩效的关键因素。人力资源管理水平的优劣直接影响到企业的兴衰成败，对企业能否保持健康稳定运行和持续长远发展具有越来越突出和关键的作用。随着市场竞争的日益激烈，拥有特殊技能和知识的核心员工成为企业之间竞相争夺的对象，由于各种原因，核心员工的流失在不断加剧。对核心员工实施有效的管理已成为企业实现战略目标的关键。在以全球化、数字化和网络化为特征的新经济时代，传统的人事管理己经不适应企业发展的需求。如何从战略的高度出发，通过有效的战略人力资源管理实践，保留住那些对企业发展至关重要的核心员工，使其能够全身心地为组织努力工作，进而形成企业独特的核心能力，为企业赢得持久的竞争优势，是值得企业管理者关注和必须解决的焦点问题。随着建筑市场的快速发展，工程设计行业市场参与者形成了国内设计院、外资工程公司和民营事务所等多方竞争的格局。作为工程设计产品和技术服务的提供者，工程设计企业聚集了高密度的知识型员工，其行业特性、竞争战略及人员构成特点决定了对核心员工的严重依赖。各设计单位的竞争主要体现在对核心员工的争夺上。有效吸引和保留其中的核心员工，充分调动和挖掘他们的潜能，要求管理者从企业整体战略出发，建立适合我国工程设计企业管理实践的战略人力资源保留管理体系，通过管理实践，使企业保持竞争优势和可持续发展。本文围绕核心员工保留这一问题，通过对TH设计院的核心员工队伍特征，员工离职原因以及核心员工离职对企业的影响的分析，在对战略人力资源管理，以资源为基础的观点(RBV)以及需求层次论、心理契约理论、组织承诺理论、工作满意度理论等管理理论的探讨基础上，对TH设计院核心员工的战略性保留管理策略和实施进行了研究。关键词：战略人力资源管理 设计院 核心员工 保留管理
英文摘要：	Abstract With the increasing development of knowledge based economy, as a important core strategic resource, has become the key element of attainting competition advantage and improving performance. The quality of human resource management influences the vicissitudes of enterprises directly, and influences the long-term development of enterprises deeply. However, with the intense competition, the turnover of key employees with cognitive abilities and interpersonal skills is growing. The competition effective management to the core staff has become the key to support the strategy aim. Regarding globalization, digitization as the essential features of the new economic era, traditional personnel management has been no longer adapted to the needs of enterprise development. In order to form their own special core competitiveness and to achieve temporary competitive advantage in the intensively competitive market, managers must focus more attention on how to retain the key employees which is significant to the development of enterprises and encourage them do their best for enterprise through effective SHRM. With the rapid development of the construction market, the area of architectural engineering design attractive many parts of companies to join the game, it includes the domestic design institutes, foreign design firms and private firms. The engineering design enterprise is compound of knowledge employee with intensely by its industry feature. In such a situation, the competitiveness of the design is mainly reflected in the competition for the key employees. How to attractive the person, retain the person and encourage the person in order to make them work for organization with heart and soul have become the job center of business management. In order to maintain temporary competition advantage and development, it is necessary for the managers to design one kind of the strategy human resource management system specifically for the engineering design enterprise and to carry out human resource management practice from the perspective of strategy. On the basis of analyzing the personalities, main causes of key employees turnover and effect of turnover to the enterprise in TH Design Institute, and based on SHRM theory, the resource-based view of competitive advantage(RBV), Maslow's hierarchy of needs, psychological contract theory, organizational commitment theory and job satisfaction theory, this paper concentrate on how to retain key employees effectively in the engineering design enterprise, and does some research in strategic retaining management and executive of key employees in TH Design Institute. Key words： Strategic Human Resource Management Design Institute Key Employee Retaining Management
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