本文選題：長春黃金設(shè)計院　切入點：人力資源　出處：《吉林大學》2017年碩士論文　論文類型：學位論文

【摘要】：在我國,事業(yè)單位作為公共服務部門,是一種比較特殊類型的單位組織。它在維護國家安全穩(wěn)定方面發(fā)揮著重要的作用,能夠有效促進國家政治、居民日常文化生活和社會經(jīng)濟等有序運行,是一種較為重要的社會支撐體系。隨著新時期中國社會在建設(shè)發(fā)展過程中不斷對市場經(jīng)濟體制進行合理完善,廣大人民群眾對事業(yè)單位提供的服務需求不斷的增長和提高,現(xiàn)在的一些規(guī)章制度已經(jīng)不能完全滿足深化改革的實際需要,因此,有必要對目前中國大部分事業(yè)單位進行改制。國務院針對這一問題結(jié)合我國基本國情印發(fā)了《關(guān)于分類推進事業(yè)單位改革的指導意見》,并對事業(yè)單位的發(fā)展提出了相應的要求,結(jié)合事業(yè)單位的要求,截止到2020年,針對具有生產(chǎn)經(jīng)營性質(zhì)的事業(yè)單位,要加強對改制工作的重視,希望事業(yè)單位能夠基本上完成改制工作。目前,我國事業(yè)單位面臨最大的問題就是沒有制定適合自己單位的人力資源規(guī)劃戰(zhàn)略,定位不明確,引進的人才沒有發(fā)揮其最大的作用,受到薪酬問題的影響,單位職工對單位的滿意度偏低,再加上人才開發(fā)技術(shù)水平無法得到有效提高,對事業(yè)單位的效益和職工權(quán)益產(chǎn)生了直接影響,也關(guān)系到事業(yè)單位改制的質(zhì)量。本文以長春黃金設(shè)計院改制后具有代表性的人力資源管理體系構(gòu)建為例,采用文獻研究、調(diào)查研究,運用人力資源管理理論,對事業(yè)單位改制過程中遇到的困境和原因進行研究,并提出了相應的建議,主要從對人力資源戰(zhàn)略實施科學有效的定位、對人才資源進行科學合理的開發(fā)和利用、建立有效的員工激勵機制以及績效考核規(guī)章制度、完善職工培訓制度、力爭解決人力資源管理方面的主要問題在我們國家事業(yè)單位改制過程中造成的阻礙,從而為我國正在實踐摸索中的事業(yè)單位改制工作提供有效而成熟的人力資源管理模式,能夠使事業(yè)單位改制工作順利進行,并令其建立合理有效的人力資源管理體系,以進而達成有利于發(fā)揮人才積極性和創(chuàng)新性的人力資源管理運行機制。
[Abstract]:In China, as a public service department, institutions are a relatively special type of unit organization. They play an important role in maintaining national security and stability and can effectively promote national politics. The orderly operation of residents' daily cultural life and social economy is a relatively important social support system. The people's demand for services provided by public institutions has been increasing and improving. Some of the present rules and regulations can no longer fully meet the actual needs of deepening reform, so, It is necessary to reform most of the institutions in China at present. The State Council has issued the guiding opinions on promoting the Reform of institutions by Classification in the light of the basic conditions of our country, and has put forward corresponding requirements for the development of public institutions. According to the requirements of public institutions, as of 2020, for institutions with the nature of production and operation, it is necessary to pay more attention to the restructuring work and hope that institutions can basically complete the restructuring work. At present, The biggest problem faced by institutions in our country is that they have not formulated a human resources planning strategy suitable for their own units, their position is not clear, the talents they have imported have not played their greatest role, and they are affected by the issue of compensation. The low degree of satisfaction of the unit workers to the unit, coupled with the inability to effectively improve the level of talent development and technology, has a direct impact on the efficiency of the institution and the rights and interests of the staff and workers. This paper takes the representative human resource management system of Changchun Gold Design Institute as an example, adopts literature research, investigation and research, and applies the theory of human resource management. This paper studies the difficulties and causes encountered in the process of institutional reform, and puts forward corresponding suggestions, mainly from the implementation of scientific and effective positioning of human resources strategy, the scientific and rational development and utilization of human resources. Establish an effective staff incentive mechanism and performance appraisal rules and regulations, perfect the staff training system, and strive to solve the major problems in human resource management in the process of reform of our national institutions, In order to provide an effective and mature human resource management model for the institution reform in our country, it can make the system reform of the institution go smoothly and make it establish a reasonable and effective human resource management system. In order to achieve conducive to the development of talent enthusiasm and innovation of human resources management operation mechanism.
【學位授予單位】：吉林大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：D630.3

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本文編號：1569799