本文選題：雇主品牌 + 價(jià)值　； 參考：《重慶交通大學(xué)》2009年碩士論文

【摘要】： 20世紀(jì)90年代以來,隨著經(jīng)濟(jì)全球化進(jìn)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(jīng)展開。“雇主品牌戰(zhàn)略”作為吸引人才的有效方法,日益成為全球管理實(shí)務(wù)界關(guān)注的新領(lǐng)域。 近幾年在全球掀起了“最佳雇主”評(píng)選熱,如:著名管理咨詢公司翰威特——中國最佳雇主評(píng)選、華信惠悅"財(cái)富評(píng)選——卓越雇主評(píng)選、中華英才網(wǎng)評(píng)選——大學(xué)生心目中最佳雇主評(píng)選以及中央電視臺(tái)經(jīng)濟(jì)頻道——年度雇主評(píng)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(yán)重落后于管理實(shí)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(rèn)識(shí)。因此,具有較強(qiáng)指導(dǎo)性和實(shí)用性的雇主品牌價(jià)值評(píng)價(jià)的研究對(duì)企業(yè)雇主品牌戰(zhàn)略的進(jìn)一步實(shí)施顯得格外重要。 本文首先通過對(duì)雇主品牌內(nèi)涵及其戰(zhàn)略實(shí)施等理論進(jìn)行分析研究,提出以企業(yè)雇主品牌價(jià)值評(píng)價(jià)及構(gòu)建方法為研究對(duì)象。其次,借鑒前人對(duì)雇主品牌價(jià)值評(píng)價(jià)的探究成果和目前已有的各大咨詢機(jī)構(gòu)、媒體等組織對(duì)其的調(diào)查結(jié)果,基于前人對(duì)層次分析方法的研究,在明確基本理論概念之后,對(duì)企業(yè)雇主品牌價(jià)值的評(píng)價(jià)進(jìn)行了具體的分析,并在此基礎(chǔ)上建立起企業(yè)雇主品牌價(jià)值評(píng)價(jià)指標(biāo)體系,從人才引留力、企業(yè)實(shí)力、企業(yè)文化、員工適配度、企業(yè)形象等五個(gè)方面,包括18個(gè)具體指標(biāo),對(duì)企業(yè)的雇主品牌價(jià)值進(jìn)行評(píng)價(jià)分析。在分析過程中運(yùn)用了層次分析法確定權(quán)重,得出了各影響因素的重要性排序,再運(yùn)用模糊綜合評(píng)價(jià)法進(jìn)行綜合評(píng)價(jià),實(shí)現(xiàn)了定性分析與定量分析的有效結(jié)合,使研究結(jié)果更加科學(xué)、可信。在此基礎(chǔ)之上,得出了針對(duì)各評(píng)價(jià)指標(biāo)企業(yè)可具體操作的辦法。最后,在文中進(jìn)一步探討了雇主品牌的構(gòu)建與實(shí)施戰(zhàn)略。 本文進(jìn)行的一系列研究是希望能夠?qū)椭髌放七M(jìn)行一個(gè)深入、系統(tǒng)的分析,同時(shí)建立一套具有操作性的雇主品牌價(jià)值評(píng)價(jià)指標(biāo)體系,從雇主品牌的構(gòu)建到實(shí)施提出一些合理化的建議,以期對(duì)企業(yè)在實(shí)際進(jìn)行雇主品牌建設(shè)時(shí)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(xué)位授予單位】：重慶交通大學(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)碩士學(xué)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(píng)估體系研究[D];新疆財(cái)經(jīng)大學(xué);2011年

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

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本文編號(hào)：1961376