本文選題：雇主品牌 + 價值�。� 參考：《重慶交通大學》2009年碩士論文

【摘要】： 20世紀90年代以來,隨著經濟全球化進程的不斷深入,人力資源在企業(yè)發(fā)展戰(zhàn)略中正扮演著越來越重要的角色,激烈的人才爭奪戰(zhàn)已經展開�！肮椭髌放茟�(zhàn)略”作為吸引人才的有效方法,日益成為全球管理實務界關注的新領域。 近幾年在全球掀起了“最佳雇主”評選熱,如:著名管理咨詢公司翰威特——中國最佳雇主評選、華信惠悅"財富評選——卓越雇主評選、中華英才網評選——大學生心目中最佳雇主評選以及中央電視臺經濟頻道——年度雇主評選等等,可見雇主品牌越來越受到人們的重視。但是,現(xiàn)在這方面的理論研究嚴重落后于管理實踐,多數(shù)研究不僅停留在定性分析階段,而且沒有形成統(tǒng)一的認識。因此,具有較強指導性和實用性的雇主品牌價值評價的研究對企業(yè)雇主品牌戰(zhàn)略的進一步實施顯得格外重要。 本文首先通過對雇主品牌內涵及其戰(zhàn)略實施等理論進行分析研究,提出以企業(yè)雇主品牌價值評價及構建方法為研究對象。其次,借鑒前人對雇主品牌價值評價的探究成果和目前已有的各大咨詢機構、媒體等組織對其的調查結果,基于前人對層次分析方法的研究,在明確基本理論概念之后,對企業(yè)雇主品牌價值的評價進行了具體的分析,并在此基礎上建立起企業(yè)雇主品牌價值評價指標體系,從人才引留力、企業(yè)實力、企業(yè)文化、員工適配度、企業(yè)形象等五個方面,包括18個具體指標,對企業(yè)的雇主品牌價值進行評價分析。在分析過程中運用了層次分析法確定權重,得出了各影響因素的重要性排序,再運用模糊綜合評價法進行綜合評價,實現(xiàn)了定性分析與定量分析的有效結合,使研究結果更加科學、可信。在此基礎之上,得出了針對各評價指標企業(yè)可具體操作的辦法。最后,在文中進一步探討了雇主品牌的構建與實施戰(zhàn)略。 本文進行的一系列研究是希望能夠對雇主品牌進行一個深入、系統(tǒng)的分析,同時建立一套具有操作性的雇主品牌價值評價指標體系,從雇主品牌的構建到實施提出一些合理化的建議,以期對企業(yè)在實際進行雇主品牌建設時有所幫助。
[Abstract]:Since 1990s, with the deepening of economic globalization, human resources are playing a more and more important role in the enterprise development strategy. As an effective way to attract talents, "employer Brand Strategy" has increasingly become a new field of global management practice. In recent years, there has been a worldwide popularity of "best employers", such as Hewitt, a famous management consulting firm, and Huaxin Wyatt, "Wealth Award-excellent employer Award." The best employer in college students' minds and the economy channel of China Central Television (CCTV), etc., show that employers' brands are getting more and more attention. However, the theoretical research in this field lags behind the practice of management seriously, and most of the studies are not only in the qualitative analysis stage, but also do not form a unified understanding. Therefore, the study of employer brand value evaluation with strong guidance and practicability is particularly important for the further implementation of enterprise employer brand strategy. Firstly, through the analysis and research on the theory of employer brand connotation and strategy implementation, this paper puts forward the evaluation and construction method of employer brand value as the object of study. Secondly, draw lessons from the previous research results of employer brand value evaluation and the existing major consulting organizations, media and other organizations to its findings, based on the previous research on the analytic hierarchy process, after clear the basic theoretical concepts, On the basis of analyzing the evaluation of enterprise employer brand value, this paper establishes the evaluation index system of enterprise employer brand value, which includes talent attraction, enterprise strength, enterprise culture, employee adaptability, etc. Five aspects of corporate image, including 18 specific indicators, to evaluate the employer brand value. In the process of analysis, AHP is used to determine the weight, and the importance ranking of the influencing factors is obtained. Then the fuzzy comprehensive evaluation method is used to carry out the comprehensive evaluation, which realizes the effective combination of qualitative analysis and quantitative analysis. Make the results more scientific and credible. On this basis, the specific operation of the evaluation index enterprises can be obtained. Finally, the paper further discusses the construction and implementation strategy of employer brand. A series of studies are carried out in this paper in the hope of making a thorough and systematic analysis of the employer's brand and establishing a set of operable evaluation index system of employer's brand value. From the construction to implementation of employer brand, some reasonable suggestions are put forward in order to help the enterprise in the construction of employer brand.
【學位授予單位】：重慶交通大學
【學位級別】：碩士
【學位授予年份】：2009
【分類號】：F272.92

【引證文獻】

相關碩士學位論文 前2條

1 于政;基于競爭優(yōu)勢視角的我國企業(yè)雇主品牌評估體系研究[D];新疆財經大學;2011年

2 周波;企業(yè)雇主品牌構建研究[D];湖南大學;2011年

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本文編號：1961376