本文選題：人力資源管理 + 管理機制�。� 參考：《哈爾濱理工大學(xué)》2017年碩士論文

【摘要】：隨著科技和互聯(lián)網(wǎng)技術(shù)的不斷進步,經(jīng)濟全球化和一體化成為歷史發(fā)展的必然趨勢,我國市場經(jīng)濟逐步完善,由此,市場競爭更加激烈,競爭的焦點逐步集中到科技和人才的競爭上。現(xiàn)代社會,說人才是企業(yè)的生命一點也不為過,特別是對一些需要較多技術(shù)型工人的企業(yè),擁有核心人才對于保持企業(yè)的生存與發(fā)展至關(guān)重要。那么,如何將人力資源管理機制制定得盡可能的合理化、公開化、透明化,如何通過公司激勵機制留住人才,讓企業(yè)員工有更高的歸屬感,甚至主動為企業(yè)的生存發(fā)展貢獻力量,就成為人力資源領(lǐng)域需要研究的重要課題。本文就是在這樣的背景下,以“青州卷煙廠人力資源管理機制重構(gòu)研究”為題展開研究的。歸結(jié)起來,本文的研究內(nèi)容主要包括以下幾個方面:首先,介紹了本文的研究背景、研究目的、研究意義、國內(nèi)外研究現(xiàn)狀及評述、研究內(nèi)容與方法、技術(shù)路線等內(nèi)容,為后續(xù)的研究奠定堅實的理論基礎(chǔ)。其次,介紹了“青州卷煙廠人力資源管理機制現(xiàn)狀”,從青州卷煙廠的發(fā)展歷史簡介、人力資源結(jié)構(gòu)概況兩個方面,說明了青州卷煙廠的概況,并從薪酬體系、招聘流程、員工考核與晉升管理三個方面,介紹了青州卷煙廠現(xiàn)行人力資源管理機制,從中發(fā)現(xiàn)青州卷煙廠現(xiàn)行人力資源管理機制存在的問題,有:薪酬管理體系設(shè)計不合理、招聘流程設(shè)計不規(guī)范、員工考核與晉升公平性保障不足三個方面。再次,對“青州卷煙廠人力資源管理機制的影響因素”進行了分析,分析的方法主要有PEST法和主成份法,通過政治環(huán)境分析、經(jīng)濟環(huán)境分析、社會環(huán)境分析、技術(shù)環(huán)境分析,這四個影響因素的PEST分析的常用分析步驟,以及模型選擇、模型建立、分析過程、分析結(jié)果這四個主成份分析的常用分析步驟,找到影響青州卷煙廠人力資源管理機制的因素,將其匯總并按照重要程度排序,作為后續(xù)的研究基礎(chǔ)。第四,給出了“青州卷煙廠人力資源管理機制設(shè)計”,包括:以卷煙廠為主體的,提升卷煙廠自身的人力資源管理水平,如,確定合理的薪酬管理體系、規(guī)范員工招聘流程、加大人員考核與晉升的公平性;以政府為主體的,加大政府扶持力度,如,舉辦人力資源管理公益講座或培訓(xùn)、組織跨地區(qū)卷煙廠人力資源管理競賽、允許稅前列支人力資源培訓(xùn)費用;以社會公眾為主體的,加強社會監(jiān)督三大部分內(nèi)容。最后,給出了“青州卷煙廠人力資源管理機制保障措施”,包括:通過薪酬管理機制保障措施,使得薪酬計算標(biāo)準(zhǔn)合理化、薪酬統(tǒng)計發(fā)放精準(zhǔn)化;通過招聘考核晉升機制保障措施,使得招聘流程規(guī)范化、考核標(biāo)準(zhǔn)公開化、晉升渠道透明化;通過引進第三方參與機制,實現(xiàn)加強社會監(jiān)督的目標(biāo)。
[Abstract]:With the continuous progress of science and technology and Internet technology, economic globalization and integration has become an inevitable trend of historical development, and China's market economy has gradually improved, thus, the market competition has become more intense. The focus of the competition is gradually on the competition of science and technology and talent. In modern society, it is impossible to say that talent is the life of an enterprise, especially for some enterprises that need more skilled workers, it is very important to have core talents to maintain the survival and development of enterprises. Well, how to make the human resources management mechanism as rational, open and transparent as possible, how to retain talents through the company incentive mechanism, and how to make the employees have a higher sense of belonging. Even actively contributing to the survival and development of enterprises has become an important subject in the field of human resources. Under this background, this paper studies on the reconstruction of human resource management mechanism in Qingzhou cigarette factory. To sum up, the research content of this paper mainly includes the following aspects: firstly, it introduces the research background, research purpose, research significance, domestic and foreign research status and comments, research contents and methods, technical route, etc. To lay a solid theoretical foundation for the follow-up study. Secondly, it introduces the "present situation of human resource management mechanism in Qingzhou cigarette factory", explains the general situation of Qingzhou cigarette factory from two aspects: the development history of Qingzhou cigarette factory and the general situation of human resource structure, and explains the general situation of Qingzhou cigarette factory from the aspects of salary system and recruitment process. This paper introduces the current human resource management mechanism of Qingzhou cigarette Factory in three aspects of employee assessment and promotion management, and finds out the problems existing in the current human resource management mechanism of Qingzhou cigarette Factory, including: unreasonable design of salary management system, The design of recruitment process is not standardized, and the fairness of employee appraisal and promotion is not enough. Thirdly, it analyzes the influencing factors of human resource management mechanism in Qingzhou cigarette Factory. The main methods are pest method and principal component method, through political environment analysis, economic environment analysis, social environment analysis, technical environment analysis. The common analysis steps of pest analysis of these four influencing factors, as well as the commonly used analysis steps of model selection, model establishment, analysis process and analysis results, find out the factors that affect the human resources management mechanism of Qingzhou cigarette factory. It is summarized and sorted according to the degree of importance, as the basis for further research. Fourth, it gives the "design of human resource management mechanism of Qingzhou cigarette factory", including: taking cigarette factory as the main body, improving the human resource management level of cigarette factory itself, for example, determining the reasonable salary management system, standardizing the staff recruitment process, Increase the fairness of personnel assessment and promotion; take the government as the main body, increase government support, for example, organize human resource management public welfare lectures or training, organize cross-regional cigarette factory human resources management competition, Human resources training expenses are allowed to be charged before tax, and three parts of social supervision are strengthened with the public as the main body. Finally, it gives the "safeguard measures of human resource management mechanism in Qingzhou cigarette factory", including: through the salary management mechanism safeguard measures, the salary calculation standard is rationalized, the salary statistics is issued accurately; Through the guarantee measures of recruitment examination and promotion mechanism, the recruitment process is standardized, the evaluation standard is open, and the promotion channel is transparent. Through introducing the third party participation mechanism, the goal of strengthening social supervision is realized.
【學(xué)位授予單位】：哈爾濱理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.8

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