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论文编号：	9478
作者编号：	2120152583
上传时间：	2017/12/6 14:10:40
中文题目：	中央企业H集团人力资源管控体系存在的问题及优化对策研究
英文题目：	Study on Human Resource governing system of Group H – one of the SOEs under central governance and optimizing solutions to its problems
指导老师：	吕峰
中文关键字：	中央企业；人力资源管理；集团管控体系
英文关键字：	central SOEs；HR management；group governance
中文摘要：	中央企业集团作为支撑国民经济的重要支柱，在涉及国计民生的重点领域和主要环节占据着举足轻重的地位。近年来，中国经济蓬勃发展的态势中很大一部分贡献源自于中央企业。他们的实力不断壮大、经济抗风险能力日趋加强，在产能高速发展的同时，管理水平的提升与其经济快速的发展步伐齐头并进。在企业管理范畴，“人”的管理在如今信息高速传播、外部竞争环境日趋公平的前提下显得更加重要。因此正确认识人力资源管理的重要性，尤其是集团企业人力资源管控方法对超大型企业集团战略的重要支撑作用，引导中央企业结合自身的管理特点选择合适的管理方式，不仅关系到企业集团能否可持续发展，更加关系到重点领域的就业稳定性。 本文通过案例分析的方式阐述了H集团人力资源管理的现状，发现其人力资源管控方法的不足，提出优化对策及保障性建议。通过一个具有代表性的中央企业其人力资源管理现状的剖析，希望带动对中央企业，尤其是发电行业央企人力资源管控特点的思考。文章首先从公有制经济的主体地位入手，阐述了中央企业创造的经济价值在公有制经济总量中占据了重要比重。其次从两个方面进行理论回顾：一方面，分析集团管控的内容引出人力资源管控作为大型企业集团管控的重要条线之一的重要地位，阐述人力资源管控的含义、分类、层次和挑战。另一方面，从企业的概念引出集团企业，尤其是超大型集团企业的特点，从而介绍了中央企业不同于地方国资委企业和大型非国有企业的个性化特点及其人力资源管控的特点。再次，文章通过对H企业集团的背景介绍，用五力模型分析其在发电行业中央企业领域内的竞争地位，得出对其集团人力资源管控研究的价值。从组织体系管理、人事业务管理、干部队伍建设、人才甄选管理、薪酬体系特点、培训体系搭建理等六个方面介绍了H集团人力资源管控的现状及每个方面存在的问题。最后，针对H集团的管控现状提出了对其人力资源管控存在问题的优化对策及保障性建议。
英文摘要：	As backbone of China’s economy, State Owned Enterprises under governance of central government, or central SOEs, play a decisive role in key areas and main factors of national economy and people’s livelihood. Big proportion of China’s vigorous economic growth in recent years was contributed by central SOEs. Alongside the growth of business strength and ability of anti-risk, the management level has been elevated in the rapid economic development. Management of Human Resource within an enterprise becomes more outstanding under the background with rapid information spreading and more transparent external competition. Therefore, an appropriate understanding on the importance of HR management, especially supporting function of HR management on strategy implementation in super-size group and suitable selection of HR management method for their characteristics, is not only crucial to realize sustainable development, but also to the employment stability of the industry, to which the enterprise belongs. The author elaborates the characteristics of HR management of group H, reveal the shortcoming of its management, and make suggestion of optimization and construction. It is hopeful that the analysis of HR management of such a representative central SOE in this thesis would bring more consideration and study on HR management and governance of central SOEs, especially in power generation industry. Based on this point, the author selected the public ownership economic entity as the study object. As a first step, the importance of central SOEs among public ownership economies has been elaborated. Thereafter, two aspects of theory were reviewed: A) the definition, classification, stratification and challenge of HR management were elaborated through the analysis on group governance, of which HR management being an important part, B) the difference of enterprises and their HR management between central SOEs and SOEs under governance of local governments or non-SOEs was introduced through the definition of group enterprise, especially super-size group enterprise. Further, the importance of study on HR group management for group H was presented through Michael Porter's Five Forces Model analysis on group H’s competition among central SOEs in power generation industry. On top of that, the HR group management of group H was analyzed, and shortcoming of management was found out in aspects of Organization management, Human resource management, Cadre team construction, Elite and talent selection, Payroll system, as well as Training system. Finally, corresponding solutions of optimization and constructive suggestions were made to group H.
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