本文選題：人力資源　切入點：職位管理　出處：《吉林大學(xué)》2017年碩士論文

【摘要】：中國第一汽車集團股份有限公司技術(shù)中心是一汽集團自主產(chǎn)品的研發(fā)中心,承擔一汽集團自主開發(fā)的中重型車、輕型車、微型車、乘用車、客車及新能源車六大整車及其總成零部件研發(fā)以及工藝材料的研發(fā)、試制和試驗等產(chǎn)品開發(fā)和技術(shù)開發(fā)工作。面對中國汽車行業(yè)的快速發(fā)展以及合資企業(yè)的挑戰(zhàn),研發(fā)自主的壓力越來越大。應(yīng)對這樣激烈的競爭趨勢,企業(yè)必須以人才為核心資源,人力資源潛能的開發(fā)、應(yīng)用和挖掘程度的高低將直接影響企業(yè)的可持續(xù)發(fā)展。而在人力資源管理體系中,職位管理是基礎(chǔ),只有建立了完善的職位管理體系,才能有效的支撐績效管理體系、培訓(xùn)培養(yǎng)體系及薪酬體系的工作開展。本文按照職位管理體系正向設(shè)計的理論,選取一汽技術(shù)中心作為研究對象,深入研究了一汽技術(shù)中心職位管理體系的背景及現(xiàn)狀,從職位管理體系框架不清、體系不聯(lián)動及職位設(shè)置標準規(guī)則缺失等問題入手,分析原因,制定方案對策到最終落地實施,具有一定的理論與現(xiàn)實意義。本文共分為四章內(nèi)容,其中第一章主要說明選題背景和選題意義,并構(gòu)想出一汽技術(shù)中心職位管理體系設(shè)計完善的研究思路及方法,明確了整篇文章的目標。第二章主要介紹了一汽技術(shù)中心職位管理體系現(xiàn)狀和存在問題,作為一汽的研發(fā)中心,由于長期受傳統(tǒng)國企管理思維的影響,仍然有一些國企身上普遍存在的詬病,體制機制不靈活,創(chuàng)新意識薄弱,職能職責(zé)不清,針對這些問題,從組織方面和人員方面分別進行了原因分析,找出問題的根本所在,為制定有效的解決方案打下堅實的基礎(chǔ)。第三章是本文的核心,在繼承前人優(yōu)秀的做法和知識積累的基礎(chǔ)上,進一步深入研究,詳細闡述了一汽技術(shù)中心職位管理體系設(shè)計的總體方案。按照組織機構(gòu)設(shè)置、職能職責(zé)梳理、職業(yè)發(fā)展通道構(gòu)建、職位分析設(shè)計、職位編制定員標準及職位價值評估的管理流程,詳細設(shè)計了職位價值體系架構(gòu)、原則、標準及流程制度表單,從理論到實踐,從整體到局部,從宏觀到微觀,從框架到細節(jié),都進行了詳細的闡述,并結(jié)合企業(yè)的現(xiàn)狀不斷優(yōu)化和持續(xù)改進,保證了職位管理體系落地實施的科學(xué)性和有效性。第四章說明了職位管理體系建設(shè)的實施保障措施。職位管理體系構(gòu)建的保障措施從組織和人力資源保障等兩個層面來進行,組織層面要實施的保障措施是明確人力資源部職位管理職責(zé)并設(shè)置相應(yīng)的組織機構(gòu)開展此項工作,同時設(shè)置專職管理人員進行職位管理,并不斷夯實職位管理基礎(chǔ),建章建制。人力資源保障層面要實施的保障措施是不斷創(chuàng)新職位管理的方式方法和管理工具,加強培訓(xùn)培養(yǎng)提升員工能力,提高管理效率。一汽技術(shù)中心作為一汽集團的研發(fā)中心,作為產(chǎn)品開發(fā)價值鏈中的核心一環(huán),在產(chǎn)品開發(fā)過程中占據(jù)舉足輕重的重要位置。一汽技術(shù)中心將以職位管理為基礎(chǔ),形成以職位管理、能力管理、績效管理及薪酬管理為核心的人力資源4P體系,為實現(xiàn)企業(yè)與員工共同進步提供開闊的平臺,為企業(yè)可持續(xù)發(fā)展奠定堅實基礎(chǔ)。
[Abstract]:China first automobile group Limited by Share Ltd technical center is the FAW Group independent product development center, undertake the FAW Group independent development of the heavy truck, light truck, mini cars, passenger cars, passenger cars and new energy R & D vehicle six vehicle and assembly and parts of the development process of the material, manufacture and test of product development and technology development with the rapid development of the automotive industry. China and challenge of the joint venture, R & D pressure is more and more big. Independent to deal with such fierce competition trend, enterprises must take the talent as the core resources, the development potential of human resources, application and mining degree will directly affect the sustainable development of enterprises. And in the human resources management system the position, management is the foundation, only to establish a sound job management system, performance management system can effectively support, training and salary system System to carry out the work. According to the theory of position management system design, selection of FAW technology center as the research object, research background and current situation of the management system of the position of FAW technology center, from the job management system framework is not clear, starting with the problem of system linkage and position setting standard rules and lack of reason analysis, planning countermeasures to the final implementation, has a certain theoretical and practical significance. This paper is divided into four chapters, the first chapter mainly explains the background and significance of topics, research ideas and methods and construct the management system of the position of FAW technology center design perfect, clear the whole article. The second chapter mainly introduces the existing problems and present position management system of FAW technology center, FAW R & D center, due to the long-term influence of the traditional thinking of the management, there are still some Have widespread criticism of state-owned enterprises, institutional mechanism is not flexible, innovation consciousness is weak, the function is unclear, aiming at these problems, respectively analyzes the reasons from the organization and personnel, find the root of these problems, and lay a solid foundation for formulating effective solutions. The third chapter is the core of this article, in inherited the basis of outstanding practices and knowledge accumulation, further research, elaborated the FAW technology center position management system design of the overall program. In accordance with the organization, responsibilities combing, occupation development channel construction, design and analysis of job position evaluation standard personnel and position value management process, detailed design position value system structure, principle, standard and process system form, from theory to practice, from local to the whole, from macroscopic to microcosmic, from the frame to the details, have carried out a detailed Fine paper, combined with the actual situation of the enterprise continuous optimization and continuous improvement, to ensure the landing position management system is scientific and effective implementation. The fourth chapter explains the measures to ensure the construction job management system. Implementation of safeguard measures to construct position management system from two aspects of organization and human resources guarantee, safeguard measures the level of organization to implement the management of the human resources department is clear job responsibilities and set up corresponding organizations to carry out this work, and set up full-time management personnel of job management, and constantly consolidate the position management foundation, constructing the chapter. Measures of human resources security level to implement the continuous innovation of the position management methods and management tools to strengthen the training, improve the ability of employees, improve the management efficiency. As the FAW Group, FAW Technology Center R & D center, as the product development value The core chain in a ring, occupies an important position in the pivotal in the product development process. FAW technology center will be the position of management as the basis, the formation of management ability to position management, performance management and salary management is the core of human resources 4P system, provides the open platform for enterprises and employees to achieve common progress, to lay a solid foundation for the sustainable development of enterprises.

【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.471

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