本文關(guān)鍵詞： 戰(zhàn)略轉(zhuǎn)型 船員人才管理 精益生產(chǎn) 人才供應(yīng)鏈　出處：《廣東外語外貿(mào)大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：本文以C公司為研究對(duì)象,通過對(duì)其所在的行業(yè)狀況、企業(yè)特點(diǎn)和人才現(xiàn)狀進(jìn)行剖析,闡明C公司所處的發(fā)展階段和戰(zhàn)略轉(zhuǎn)型的特點(diǎn),結(jié)合文獻(xiàn)理論分析、企業(yè)數(shù)據(jù)采集和筆者在公司的多年從業(yè)經(jīng)驗(yàn),歸納出C公司在船員人才管理方面所面臨的挑戰(zhàn)。這些挑戰(zhàn)集中體現(xiàn)在C公司當(dāng)前進(jìn)行戰(zhàn)略轉(zhuǎn)型過程中對(duì)于船員人才需求的及時(shí)性、精確性、經(jīng)濟(jì)性和靈活性與目前實(shí)施的人才管理體系中人才供給的不匹配,如何解決這種不匹配成為與C公司處于類似階段的諸多大型航運(yùn)企業(yè)亟需解決的問題。人才供應(yīng)鏈理論是當(dāng)前較新的人才管理模式理論,與傳統(tǒng)人才管理理論的差異在于其借鑒精益生產(chǎn)(Just-in-Time)供應(yīng)鏈理論的精益生產(chǎn)概念,在當(dāng)前全球經(jīng)濟(jì)低迷、中國(guó)經(jīng)濟(jì)增速放緩、企業(yè)盈利困難的前提下,有機(jī)結(jié)合公司內(nèi)外部資源和長(zhǎng)短期戰(zhàn)略業(yè)務(wù)重點(diǎn)而在傳統(tǒng)人才管理理論基礎(chǔ)上提出的嶄新解決方案。筆者根據(jù)C公司戰(zhàn)略轉(zhuǎn)型產(chǎn)生的全新人才需求,提出基于人才供應(yīng)鏈理論的船員人才管理體系模型。新的船員人才管理體系由人才規(guī)劃、人才盤點(diǎn)、人才補(bǔ)給、人才培養(yǎng)、人才保留和人才投資回報(bào)(ROI)評(píng)估六部分構(gòu)成,充分體現(xiàn)了PDCA管理循環(huán)理念。以戰(zhàn)略為指引,以組織為基礎(chǔ),通過借鑒供應(yīng)鏈理論中整體最優(yōu),平準(zhǔn)化和小批量多頻次供給,標(biāo)準(zhǔn)化、系列化和通用化的貫徹實(shí)施以及快速響應(yīng)的基本特點(diǎn),重點(diǎn)突出對(duì)于在戰(zhàn)略轉(zhuǎn)型過程中人才需求的多樣性和多變性,提出及時(shí)準(zhǔn)確的人才補(bǔ)給循環(huán),確保整體投入產(chǎn)出最優(yōu)。筆者結(jié)合C公司的實(shí)際情況對(duì)該人才管理體系模型的各個(gè)部分制訂出具體的模塊設(shè)計(jì)和評(píng)估指標(biāo)。該人才管理體系更加緊密地配合企業(yè)戰(zhàn)略轉(zhuǎn)型,貼近企業(yè)面臨的現(xiàn)實(shí)挑戰(zhàn),更加注重船員人才供給和培養(yǎng)的時(shí)效性、精確性和經(jīng)濟(jì)性,同時(shí)提出以柔性靈活的方式管理人才,提高人才保留度,并嘗試建立人才培養(yǎng)和發(fā)展可衡量的投入產(chǎn)出關(guān)系,從而更好地滿足航運(yùn)企業(yè)在戰(zhàn)略轉(zhuǎn)型期的人才需求。
[Abstract]:This article takes C company as the research object, through the analysis to its profession condition, the enterprise characteristic and the talented person present situation, clarifies C company's development stage and the strategic transformation characteristic, unifies the literature theory analysis, Enterprise data acquisition and the author's years of experience in the company, The challenges faced by C Company in the management of crew personnel are summarized. These challenges are embodied in the timeliness and accuracy of the demand for crew personnel in the current strategic transformation process of C Company. The economy and flexibility do not match the talent supply in the current talent management system, How to solve this mismatch has become an urgent problem for many large shipping enterprises which are in the similar stage with C Company. The theory of talent supply chain is a relatively new theory of talent management mode. The difference from the traditional talent management theory lies in its reference to the lean production concept of Just-in-Timesupply chain theory. Under the premise of the current global economic downturn, China's economic growth rate is slowing down, and the profit of enterprises is difficult. Based on the traditional talent management theory, the author puts forward a new solution based on the internal and external resources of the company and the strategic business focus of the long and short term. This paper puts forward the model of crew talent management system based on talent supply chain theory. The new crew talent management system consists of six parts: talent planning, talent inventory, talent supply, talent training, talent retention and return on talent investment. It fully embodies the concept of PDCA management cycle. Guided by strategy and based on organization, it can be standardized by referring to the supply chain theory of overall optimization, levelling and small batch multi-frequency supply. The basic characteristics of serialization and generalization, as well as rapid response, focus on the diversity and variability of talent demand in the process of strategic transformation, and put forward a timely and accurate talent supply cycle. According to the actual situation of C Company, the author formulates the specific module design and evaluation index for each part of the talent management system model. The talent management system is more closely in line with the strategic transformation of the enterprise. Close to the realistic challenges faced by enterprises, pay more attention to the timeliness, accuracy and economy of the supply and training of crew personnel, and propose to manage talents in a flexible and flexible manner so as to improve the degree of talent retention. It also tries to establish a measurable input-output relationship between talent training and development, so as to better meet the needs of the shipping enterprises in the strategic transition period.
【學(xué)位授予單位】：廣東外語外貿(mào)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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