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  本文關(guān)鍵詞： 高績效工作系統(tǒng) 人力資源管理實踐 中介機制 定性模擬　出處：《內(nèi)蒙古科技大學》2010年碩士論文　論文類型：學位論文

【摘要】：21世紀的企業(yè)競爭日益依靠質(zhì)量、創(chuàng)新和速度,而人力資源管理系統(tǒng)成為創(chuàng)造質(zhì)量、創(chuàng)新和速度的關(guān)鍵,企業(yè)信奉匹配于企業(yè)戰(zhàn)略與發(fā)展階段的人力資源管理系統(tǒng)能促進企業(yè)績效的提高。國內(nèi)外學者對于人力資源管理系統(tǒng)促進企業(yè)績效的理論和實證研究結(jié)果趨于一致,并稱其為高績效工作系統(tǒng)。但是基于特定文化背景,特定行業(yè),適應不同戰(zhàn)略與企業(yè)發(fā)展階段的高績效工作系統(tǒng)的研究還較少。所以建立適合于特定行業(yè)高績效工作系統(tǒng),并將此系統(tǒng)如何應用到具體企業(yè)指導實踐已經(jīng)成為一個現(xiàn)實的課題。 本文將首先通過文獻研究確定餐飲連鎖行業(yè)高績效工作系統(tǒng)的內(nèi)容,再通過對于知名餐飲企業(yè)案例的內(nèi)容分析對系統(tǒng)的內(nèi)容進行驗證,包括嚴格招聘,工作報酬,規(guī)范考核,廣泛培訓,參與管理,信息分享,競爭與紀律,內(nèi)部勞動力市場,橫向匹配和縱向匹配十個方面。其次利用問卷調(diào)查的方法統(tǒng)計分析草原牧歌在職員工和人力資源管理系統(tǒng)現(xiàn)狀,結(jié)果顯示該公司員工的受教育程度較低,且流動率高,基層員工與中高層管理者在嚴格招聘,參與管理,信息分享和內(nèi)部勞動力市場四個方面的認知存在顯著差異。第三將蘇中興的高績效工作系統(tǒng)的中介機制的模型與定性模擬方法相結(jié)合,模擬出系統(tǒng)的運行過程,再將草原牧歌的現(xiàn)狀輸入到模型的初始狀態(tài),結(jié)果顯示目前草原牧歌對人力資源管理系統(tǒng)的改善是有利于企業(yè)績效的提升的。最后根據(jù)模型模擬結(jié)果和企業(yè)存在的問題提出提高企業(yè)績效的整改措施。 本研究不僅有利于草原牧歌人力資源管理的改善及企業(yè)績效,并且通過對高績效工作系統(tǒng)的可操作機制的推進,對整個連鎖餐飲行業(yè)的高績效工作系統(tǒng)的構(gòu)建以及整個行業(yè)績效的提升都有著較強的借鑒意義。
[Abstract]:In 21th century, enterprise competition was increasingly dependent on quality, innovation and speed, and human resources management systems became the key to creating quality, innovation and speed. Enterprises believe that human resource management system, which matches the stage of enterprise strategy and development, can promote the improvement of enterprise performance. The theoretical and empirical results of scholars at home and abroad on how human resource management systems promote enterprise performance tend to be consistent. But based on specific cultural background, specific industry, high performance work system adapted to different strategies and stages of enterprise development is still less studied. Therefore, the establishment of high performance work system is suitable for specific industries. And how to apply the system to the practice of specific enterprises has become a practical subject. This paper first determines the content of the high performance work system of the catering chain industry through the literature study, and then verifies the content of the system through the content analysis of the well-known catering enterprise case, including strict recruitment, job compensation, standardized assessment, Extensive training, participation in management, information sharing, competition and discipline, internal labour market, Secondly, using questionnaire survey method to analyze the current situation of the pastoral staff and human resource management system, the results show that the employee's education level is low, and the turnover rate is high. Grass-roots employees and middle and senior managers are strictly recruiting and participating in management. There are significant differences between the four aspects of information sharing and internal labor market. Thirdly, the model of the intermediary mechanism of Su Zhongxing's high performance work system is combined with the qualitative simulation method to simulate the running process of the system. And then input the status quo of pastoral grassland into the initial state of the model, The results show that the improvement of human resource management system is beneficial to the improvement of enterprise performance. Finally, according to the simulation results of the model and the problems existing in the enterprise, the corrective measures to improve the enterprise performance are put forward. This study is not only beneficial to the improvement of human resource management and enterprise performance, but also to the promotion of operational mechanism of high performance work system. It has a strong reference significance for the construction of high performance work system and the promotion of the whole industry performance in the whole chain catering industry.
【學位授予單位】：內(nèi)蒙古科技大學
【學位級別】：碩士
【學位授予年份】：2010
【分類號】：F272.92;F719.3

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本文編號：1550369