本文選題：人力資源管理 + 培訓(xùn)��； 參考：《首都經(jīng)濟(jì)貿(mào)易大學(xué)》2017年碩士論文

【摘要】：通過國家近幾年對文創(chuàng)產(chǎn)業(yè)的大力發(fā)展,對于人才是文創(chuàng)產(chǎn)業(yè)發(fā)展的核心這一認(rèn)識(shí)越來越深刻。A公司在隨之發(fā)展的同時(shí),人才培養(yǎng)、人才短缺等問題就愈加凸顯。這不僅是A公司目前有待解決的人力資源管理難題,同樣,也是整個(gè)文創(chuàng)產(chǎn)業(yè)逐步衍生新業(yè)務(wù)體系后,有待解決的人力資源管理難題。本文試圖通過對國內(nèi)外文創(chuàng)產(chǎn)業(yè)現(xiàn)有人力資源管理的相關(guān)文獻(xiàn)研究,對A公司在創(chuàng)新型新業(yè)務(wù)快速發(fā)展的情況下,重點(diǎn)提出了關(guān)于人力資源管理的幾個(gè)核心建議。首先,通過對A公司新業(yè)務(wù)體系的介紹,分析A公司人力資源管理存在的一系列問題,站在人力資源戰(zhàn)略角度,為緩解A公司人才短缺、人才培養(yǎng)等問題,提出加強(qiáng)校企之間人才培養(yǎng)的互動(dòng)合作關(guān)系,使得雙方人力資源得到積極充分的調(diào)動(dòng),實(shí)現(xiàn)供需互補(bǔ)式人才培養(yǎng)模式,為加速后備人才培養(yǎng)提高效率。另一方面,面對A公司人才緊缺、引進(jìn)難等問題,從更好地吸引人才,不斷引進(jìn)優(yōu)秀人才的角度出發(fā),通過研究分析、歸類,對史無前例的文創(chuàng)產(chǎn)業(yè)薪酬確立新標(biāo)準(zhǔn)體系,采取近似行業(yè)集合的方式,搭建一套適合A公司具有一定市場競爭力的薪酬體系。再者,為加強(qiáng)公司內(nèi)部的人才培養(yǎng)能力,創(chuàng)建“雙向制”教學(xué)方式,可以不斷鞏固和完善企業(yè)內(nèi)部現(xiàn)有人員的行業(yè)經(jīng)驗(yàn),也可以給予需要培養(yǎng)的新人提供了學(xué)習(xí)的機(jī)會(huì),逐步建立一套公司內(nèi)部的人才培養(yǎng)供給策略,實(shí)現(xiàn)自給自足。同時(shí),也為文創(chuàng)產(chǎn)業(yè)人才培養(yǎng)添磚加瓦。最后,建立公司內(nèi)部的晉升、激勵(lì)機(jī)制,使得人員在職業(yè)發(fā)展通道上,能夠得到清晰的認(rèn)識(shí),帶動(dòng)或激發(fā)、激勵(lì)員工工作的積極性與創(chuàng)造性,以此,希望充分激活人力資源的能動(dòng)性�；窘Y(jié)論,通過研究國內(nèi)外文創(chuàng)產(chǎn)業(yè)人力資源管理相關(guān)問題,將文創(chuàng)產(chǎn)業(yè)人力資源管理建立于全球市場為導(dǎo)向的前提下,應(yīng)用戰(zhàn)略人力資源管理,加強(qiáng)內(nèi)部人才隊(duì)伍的供給培養(yǎng),建立開放式教學(xué)與管理機(jī)制,從而實(shí)現(xiàn)整體提升企業(yè)人才質(zhì)量。
[Abstract]:Through the great development of the cultural creation industry in the country in recent years, the knowledge that talent is the core of the development of the cultural innovation industry is becoming more and more profound. At the same time, while the company develops, the problems of talent training and talent shortage become more and more prominent. This is not only the human resource management problem that A company needs to solve at present, but also the human resource management difficult problem that needs to be solved after the whole Wenchuang industry has gradually derived the new business system. This paper attempts to put forward several core suggestions on human resource management of company A under the condition of rapid development of innovative new business through the research on the related documents of the existing human resource management in the domestic and foreign Wen Chuang industry. First of all, through the introduction of the new business system of company A, this paper analyzes a series of problems existing in the management of human resources of company A, from the angle of human resources strategy, in order to alleviate the problems of talent shortage and talent training in company A. It is proposed to strengthen the interaction and cooperation between colleges and enterprises in the training of talents, to make the human resources of both sides actively and fully mobilized, to realize the mode of supply and demand complementary talent training, and to improve the efficiency in order to accelerate the cultivation of reserve talents. On the other hand, in the face of the shortage of talents in Company A and the difficulty of introducing them, from the point of better attracting talents and continuously introducing excellent talents, through research and analysis and classification, we can establish a new standard system for the unprecedented compensation of Wen Chuang industry. A set of compensation system suitable for A company with certain market competitiveness is set up in the way of similar industry collection. Furthermore, in order to strengthen the talent training ability within the company and create a "two-way system" teaching method, it can constantly consolidate and perfect the industry experience of the existing personnel in the enterprise, and can also provide a learning opportunity for the new people who need to be trained. Gradually establish a set of internal talent training and supply strategy to achieve self-sufficiency. At the same time, it also contributes to the talent training of Wen Chuang industry. Finally, establish the promotion and incentive mechanism within the company, so that the personnel in the career development channel, can get a clear understanding, or stimulate the enthusiasm and creativity of employees, so as to, Hope full activation of human resources initiative. The basic conclusion is that, by studying the related problems of human resource management in Wen Chuang industry at home and abroad, we apply strategic human resource management under the premise of global market orientation. Strengthen the supply and training of internal talent team, establish an open teaching and management mechanism, so as to achieve the overall improvement of enterprise talent quality.
【學(xué)位授予單位】：首都經(jīng)濟(jì)貿(mào)易大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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本文編號(hào)：1941119