本文關(guān)鍵詞： 高科技企業(yè) 雇主品牌 流程設(shè)計(jì) 要素模型 保障　出處：《青島科技大學(xué)》2009年碩士論文　論文類型：學(xué)位論文

【摘要】： 高科技企業(yè)由于其產(chǎn)品與服務(wù)的實(shí)用性,為社會(huì)的進(jìn)步做出卓越貢獻(xiàn)的同時(shí),高科技企業(yè)也取得了長(zhǎng)足的發(fā)展。隨著經(jīng)濟(jì)的全球化和國(guó)際競(jìng)爭(zhēng)的加劇,高科技企業(yè)面臨著更大的挑戰(zhàn)。高科技企業(yè)由于技術(shù)含量高,產(chǎn)品更新速度快,對(duì)掌握高等技術(shù)的雇員有更強(qiáng)的依賴,因此人才流失帶來(lái)的危害就更大,滿足員工的不同需求、吸引并留住優(yōu)秀員工,對(duì)高科技企業(yè)的發(fā)展來(lái)說(shuō)意義巨大。雇主品牌是上個(gè)世紀(jì)90年代由翰威特咨詢公司引入中國(guó),是企業(yè)的人力資源產(chǎn)品的品牌,是企業(yè)在人力資源管理過(guò)程中突出本企業(yè)特色,對(duì)員工做出價(jià)值承諾,對(duì)內(nèi)激勵(lì)員工努力工作,提高他們的忠誠(chéng)度;對(duì)外吸引最優(yōu)秀的人才加入,提高企業(yè)在人才市場(chǎng)上的知名度、美譽(yù)度、忠誠(chéng)度和聯(lián)想度。高科技企業(yè)構(gòu)建雇主品牌有利于提升企業(yè)對(duì)人才的吸引和凝聚,有利于減少人才管理成本,有利于提升企業(yè)的整體競(jìng)爭(zhēng)優(yōu)勢(shì)。 本研究以品牌理論、雇主品牌理論和戰(zhàn)略性人力資源管理理論為基礎(chǔ),以高科技企業(yè)為研究對(duì)象,運(yùn)用文獻(xiàn)分析法、歸納法、問(wèn)卷調(diào)查法和因子分析法,在理論分析的基礎(chǔ)上,進(jìn)行了高科技企業(yè)雇主品牌構(gòu)建的研究。本研究設(shè)計(jì)了構(gòu)建雇主品牌的流程,該流程包括五個(gè)環(huán)節(jié),分別是明確雇主品牌的指導(dǎo)原則、雇主品牌定位、確定雇主品牌的要素、構(gòu)建雇主品牌工作的實(shí)施和雇主品牌構(gòu)建的效果評(píng)估。在對(duì)北京、上海、深圳等地近20家高科技企業(yè)雇員調(diào)查基礎(chǔ)上,設(shè)計(jì)了高科技企業(yè)構(gòu)建雇主品牌的要素模型,該模型包括要素框架模型、數(shù)學(xué)模型和綜合模型三部分。其中框架模型包括雇員基本利益、雇員未來(lái)發(fā)展、企業(yè)文化、企業(yè)實(shí)力和工作環(huán)境5個(gè)維度,總計(jì)36個(gè)要素;數(shù)學(xué)模型揭示了5個(gè)維度的重要程度;綜合模型將高科技企業(yè)構(gòu)建雇主品牌要素的5個(gè)維度從管理的角度整合為三大因素即基本因素、支持因素和附加因素,反映了高科技企業(yè)構(gòu)建雇主品牌的工作內(nèi)容和工作性質(zhì)。為保證高科技企業(yè)雇主品牌構(gòu)建的最終效果,本研究從企業(yè)戰(zhàn)略保障、企業(yè)文化保障和企業(yè)制度保障3個(gè)方面給出了雇主品牌構(gòu)建的保障。
[Abstract]:Because of the practicability of their products and services, high-tech enterprises have made remarkable contributions to the progress of society, and at the same time, high-tech enterprises have also made great progress. With the globalization of economy and the intensification of international competition, High-tech enterprises are facing greater challenges. Because of their high technological content, rapid product renewal and greater dependence on employees who have mastered advanced technology, the brain drain brings greater harm and meets the different needs of employees. Attracting and retaining outstanding employees means a lot to the development of high-tech enterprises. The employer brand was introduced into China by Hewitt Consulting in -10s, and is the brand of human resources products. Is the enterprise in the process of human resources management to highlight the characteristics of the enterprise, to make value commitment to the staff, to encourage employees to work hard to improve their loyalty; to attract the best talent to join, To improve the reputation, reputation, loyalty and association of enterprises in the talent market. The construction of employer brand in high-tech enterprises is conducive to enhancing the attraction and cohesion of talents and reducing the cost of talent management. It is beneficial to enhance the overall competitive advantage of enterprises. This study is based on brand theory, employer brand theory and strategic human resource management theory, and takes high-tech enterprises as research objects, using literature analysis, induction, questionnaire survey and factor analysis. On the basis of theoretical analysis, this paper studies the construction of employer brand in high-tech enterprises, and designs the process of building employer brand. The process includes five steps, namely, defining the guiding principle of employer brand, positioning employer brand. To determine the elements of the employer's brand, the implementation of the employer's brand construction and the evaluation of the effectiveness of the employer's brand building. Based on a survey of the employees of nearly 20 high-tech enterprises in Beijing, Shanghai and Shenzhen, This paper designs a key element model for the construction of employer brand in high-tech enterprises. The model includes three parts: factor framework model, mathematical model and comprehensive model. The framework model includes basic interests of employees, employees' future development, corporate culture, and so on. Enterprise strength and working environment are five dimensions, total 36 elements, mathematical model reveals the importance of the five dimensions; The comprehensive model integrates the five dimensions of building employer brand elements in high-tech enterprises from the perspective of management into three major factors, namely, basic factors, supporting factors and additional factors. In order to ensure the final effect of the construction of employer brand in high-tech enterprises, this study focuses on the strategic protection of enterprises. The guarantee of employer's brand construction is given in three aspects: enterprise culture guarantee and enterprise system guarantee.
【學(xué)位授予單位】：青島科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2009
【分類號(hào)】：F272.92

【引證文獻(xiàn)】

相關(guān)期刊論文 前1條

1 高濤;;商業(yè)銀行創(chuàng)建最佳雇主品牌的實(shí)踐與啟示——以M股份制銀行為例[J];中國(guó)電力教育;2012年18期

相關(guān)碩士學(xué)位論文 前4條

1 于政;基于競(jìng)爭(zhēng)優(yōu)勢(shì)視角的我國(guó)企業(yè)雇主品牌評(píng)估體系研究[D];新疆財(cái)經(jīng)大學(xué);2011年

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3 周波;企業(yè)雇主品牌構(gòu)建研究[D];湖南大學(xué);2011年

4 張瓊;企業(yè)社會(huì)責(zé)任對(duì)雇主品牌的影響研究[D];湘潭大學(xué);2012年

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本文編號(hào)：1509852