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

【摘要】： 21世紀(jì)以來,隨著經(jīng)濟(jì)全球一體化和知識經(jīng)濟(jì)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(guān)注雇主品牌研究,而國內(nèi)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(biāo)體系進(jìn)行實(shí)證分析,來研究雇主品牌評價指標(biāo)的結(jié)構(gòu),并初探評價指標(biāo)的權(quán)重設(shè)置問題。 首先,在閱讀國內(nèi)外大量相關(guān)文獻(xiàn)的基礎(chǔ)上,本文對雇主品牌概念進(jìn)行了界定;并對比分析了國內(nèi)現(xiàn)有的評價指標(biāo)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(biāo)進(jìn)行了深入訪談,得出雇主品牌的19個綜合評價指標(biāo)。接著,本文經(jīng)過問卷調(diào)查,運(yùn)用探索性因子、列聯(lián)表、信效度分析等實(shí)證分析方法對統(tǒng)計(jì)數(shù)據(jù)進(jìn)行分析,抽象出五個雇主品牌評價一級指標(biāo);并就現(xiàn)有員工和潛在員工在對雇主品牌評價的指標(biāo)權(quán)重是否存在顯著性差異,進(jìn)行了一致性檢驗(yàn);分別對內(nèi)外部雇主品牌評價指標(biāo)構(gòu)造兩兩判別矩陣,由企業(yè)現(xiàn)有員工和潛在員工分別進(jìn)行權(quán)重打分,設(shè)定權(quán)重。最后,本文得出建立國內(nèi)雇主品牌評價指標(biāo)體系的啟示: 1、對雇主品牌進(jìn)行評價,應(yīng)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(zhì)、公司口碑以及薪酬福利。 2、對雇主品牌進(jìn)行評價,應(yīng)綜合內(nèi)外部雇主品牌的實(shí)力,對現(xiàn)有和潛在的員工進(jìn)行調(diào)查和評定。 3、建立雇主品牌評價指標(biāo)體系,應(yīng)充分考慮現(xiàn)有員工和潛在員工在各評價指標(biāo)上重要性程度的差異性,分別設(shè)立合適的權(quán)重,這樣的評價指標(biāo)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(xué)位授予單位】：山東大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2009
【分類號】：F272.91

【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)雇主品牌評估體系研究[D];新疆財(cái)經(jīng)大學(xué);2011年

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

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本文編號：2016789