联系我们

论文查询结果	返回搜索

论文编号：	4094
作者编号：	2220080937
上传时间：	2012/3/15 14:34:50
中文题目：	北京交科设计院人力资源战略研究
英文题目：	Study on Human Resource Management Strategy of Beijing Transportation Research Institute
指导老师：	崔勋
中文关键字：	北京交科设计院；PEST分析；SWOT分析；人力资源战略体系
英文关键字：	Beijing Transportation Research Institute; PEST analysis; SWOT analysis; human resource stratagem system
中文摘要：	激烈的竞争和资源的约束使得越来越多的企业不断挖掘其所拥有的以人力资源为代表的各类资源作为竞争优势的来源，也使得越来越多的企业管理者逐渐认识到人力资源管理是现代企业组织中的重要和核心角色，并承认它在企业经营过程中的关键作用和影响。人力资源管理不再是事后才考虑的因素，而是企业发展的战略性思考，是企业赢得持续竞争优势的法宝。本文通过对国内外相关人力资源战略理论的梳理介绍，让我们对人力资源战略有一个基本的认识。然后结合北京交科设计院的现实情况，分析了该公司人力资源所处环境，归纳总结了该公司人力资源自身存在的优劣势和机会威胁，构建了北京交科设计院人力资源战略体系，最终得出该公司在“十二五”及长期发展中应该建立什么样的人力资源战略，并给出了实施该战略的一系列保障措施。本文形成的研究成果主要有：第一，北京交科设计院的人力资源及其管理现状并不乐观，主要表现在：企业人力资源的总量偏大，包袱较重；人力资源的品质处于行业平均水平之下；缺乏适合公司自身且有特色的系统性人力资源战略；粗放经营和管理，缺乏培育人才和留住人才的机制；组织结构过于复杂，管理很是困难；没有形成绩效导向的企业文化等。第二，通过对北京交科设计院人力资源内外环境条件的系统分析，作者发现对于北京交科设计院，优势大于劣势，机会大于威胁，应把握机会，充分利用优势，采取优势成长型战略。第三，基于北京交科设计院的经营战略，作者认为，北京交科设计院在构建人力资源战略体系时应从辅助工种减员增效、人才大力培育、人才科学选拔、人才最大化使用四个方面着手，科学预测企业“十二五”及长期发展人力资源需求和供给，规划人才资源发展规模及其职业生涯发展，提出人力资源管理政策和制度的改进建议，提升人力资源整体管理水平。第四，为保证北京交科设计院人力资源战略的顺利实施及目标实现，作者认为应从五个方面对其建立保障措施：一是建立良好的人力资源战略实施保障环境；二是建立以人力资源战略为导向的组织结构；三是提高常规培训的效能；四是提高核心技术人才的创新能力；五是建立公平合理的激励机制。
英文摘要：	Severe competition and resource constraints make more and more enterprises to tap the various resources in its possession as a source of competitive advantage, and all the functions required to create value. In practice, almost all of the companies are claiming talents are the most valuable resources, and more and more business managers increasingly recognize that human resource management is important in the modern business organization and the key and core role in recognition of its corporate organization. Human resources management is no longer the only considered factors, but it is the strategic business development resources and a magic weapon by which enterprises gaining sustainable competitive advantage. The author introduces the strategic management of human resources theory at home and abroad to give us a basic understanding to it. Then it analyzed the environment of the human resources in the company according to the reality of Beijing Transportation Research Institute. The paper summarized the strengths and opportunities, and constructed the human resources strategic system. Finally, the company knew what kind of human resources strategy suited National Economic and Social Development Twelfth Five-Year Plan and the long-term development, and gave the implementation of a series of strategic system of safeguards. This important conclusion form the results are: Firstly, the Human Resources of the Beijing Transportation Research Institute is not optimistic, and the main problems are: the total human resources are too much; the whole quality of human resource is under the average level of the industry; lacking characteristic and systematic human resource strategy adapted to the company; extensive business and management short of the mechanism to cultivate and keep talented persons; to comprehensive organization structure resulting to the hard management; lacking enterprise culture oriented in performance. Secondly, by systematically analyzing environment of the Beijing Transportation Research Institute during the developing of human resource stratagem, we found that its advantages outweigh the disadvantages, and opportunities than threats, so the company should take the opportunity to use the advantages with growth strategy. Thirdly, based on analyzing the environment for developing human resources stratagem of Beijing Transportation Research Institute, we believe that it should adhere to four technical lines: improving the benefit by reducing the quantity of auxiliary employees; heavily cultivating talents; scientifically selecting talents; using talents maximum. Then it predicted the human resource demand and supply for National Economic and Social Development Twelfth Five-Year Plan and the long-term development, planed the human resource development scale and career development, and proposed the improving suggestions for human resource management policies and system to improve the whole managing level for the human resource. Fourthly, to ensure the implementation and the goals’ achievement of human resources strategy, we should set up 5 security measures: firstly, establishing a good organizational security environment for the human resources; secondly, establishing an organizational structure oriented on human resources strategy; thirdly, improving the efficacy of common training; fourthly, improving the creative capability of the high core technical experts; fifthly, building a fair and reasonable incentive mechanism; establishing a fair and reasonable incentive mechanism.
查看全文：	预览  下载(下载需要进行登录)