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  本文選題：雇主品牌 + 最佳雇主　； 參考：《山東大學》2009年碩士論文

【摘要】： 21世紀以來,隨著經(jīng)濟全球一體化和知識經(jīng)濟時代的到來,人才的作用越來越重要,企業(yè)的競爭就是人才的競爭,吸引和留住人才已經(jīng)成為企業(yè)成敗的重要影響因素之一。近來國際上開始逐漸關注雇主品牌研究,而國內各種“最佳雇主”評選活動正如火如荼展開,但是在理論方面的研究相對落后和不規(guī)范,并沒有形成完善的理論體系,多數(shù)研究不僅停留在定性分析階段,而且存在概念上的混亂。在此背景下,本文擬通過對基于企業(yè)現(xiàn)有員工和潛在員工雙維度的雇主品牌評價指標體系進行實證分析,來研究雇主品牌評價指標的結構,并初探評價指標的權重設置問題。 首先,在閱讀國內外大量相關文獻的基礎上,本文對雇主品牌概念進行了界定;并對比分析了國內現(xiàn)有的評價指標體系。其次,本文對基于企業(yè)現(xiàn)有員工和潛在員工雙維度的雇主品牌評價指標進行了深入訪談,得出雇主品牌的19個綜合評價指標。接著,本文經(jīng)過問卷調查,運用探索性因子、列聯(lián)表、信效度分析等實證分析方法對統(tǒng)計數(shù)據(jù)進行分析,抽象出五個雇主品牌評價一級指標;并就現(xiàn)有員工和潛在員工在對雇主品牌評價的指標權重是否存在顯著性差異,進行了一致性檢驗;分別對內外部雇主品牌評價指標構造兩兩判別矩陣,由企業(yè)現(xiàn)有員工和潛在員工分別進行權重打分,設定權重。最后,本文得出建立國內雇主品牌評價指標體系的啟示: 1、對雇主品牌進行評價,應主要考慮五個方面的因素,即:企業(yè)文化及氛圍、公司戰(zhàn)略及發(fā)展前景、工作性質、公司口碑以及薪酬福利。 2、對雇主品牌進行評價,應綜合內外部雇主品牌的實力,對現(xiàn)有和潛在的員工進行調查和評定。 3、建立雇主品牌評價指標體系,應充分考慮現(xiàn)有員工和潛在員工在各評價指標上重要性程度的差異性,分別設立合適的權重,這樣的評價指標體系才更加合理。
[Abstract]:Since the 21st century, with the economic globalization and the arrival of the era of knowledge economy, the role of talents is more and more important. The competition of enterprises is the competition of talents. Attracting and retaining talents has become one of the important factors influencing the success or failure of enterprises. Recently, the international community has begun to pay more and more attention to the research of employer brand, but the domestic "best employer" selection activities are in full swing, but the theoretical research is relatively backward and non-standard, and has not formed a perfect theoretical system. Most studies are not only qualitative analysis, but also conceptual confusion. Under this background, this paper intends to study the structure of employer brand evaluation index by analyzing the evaluation index system of employer brand based on the dual dimensions of existing employees and potential employees, and to explore the weight setting of the evaluation index. First of all, on the basis of reading a large number of relevant literature at home and abroad, this paper defines the concept of employer brand, and compares and analyzes the existing evaluation index system in China. Secondly, this paper carries on the in-depth interview to the employer brand evaluation index based on the existing employees and the potential employees, and obtains 19 comprehensive evaluation indexes of the employer brand. Then, through the questionnaire survey, using exploratory factors, linked tables, reliability and validity analysis and other empirical analysis methods to analyze the statistical data, abstract out five employer brand evaluation index; And the existing employees and potential employees in the evaluation of employers' brand weights are significant differences, the consistency test; internal and external employer brand evaluation indicators to construct a pairwise discriminant matrix, By the enterprise existing staff and potential employees respectively to weight score, set the weight. Finally, this paper draws the enlightenment of establishing the evaluation index system of domestic employer brand: 1, the evaluation of employer brand should mainly consider five factors, namely: corporate culture and atmosphere, company strategy and development prospects. The nature of the job, the company's reputation and compensation and benefits. 2. To evaluate the employer's brand, we should integrate the strength of the internal and external employer's brand, To investigate and evaluate the existing and potential employees. 3. To establish the evaluation index system of employer brand, we should fully consider the difference of the importance of each evaluation index between the existing and potential employees. Set up appropriate weight separately, such evaluation index system is more reasonable.
【學位授予單位】：山東大學
【學位級別】：碩士
【學位授予年份】：2009
【分類號】：F272.91

【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(jīng)大學;2011年

2 吳珊;外貿企業(yè)雇主品牌吸引力影響因素研究[D];南京理工大學;2012年

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本文編號：2016789