本文選題：能崗匹配 + 復(fù)合型人才�。� 參考：《南京航空航天大學(xué)》2013年碩士論文

【摘要】：隨著全球科技的快速發(fā)展及全球一體化戰(zhàn)略的實(shí)施，我國(guó)的航空高科技企業(yè)所處的經(jīng)營(yíng)環(huán)境發(fā)生了巨大的變化，航空高科技企業(yè)組織的核心競(jìng)爭(zhēng)力的提升不僅僅依賴于企業(yè)的技術(shù)實(shí)力，更重要的是取決于其所擁有的人力資源的總體實(shí)力。對(duì)人力資源的合理利用和有效配置的基礎(chǔ)是能崗匹配，而能崗匹配的核心是使員工—崗位的匹配達(dá)到最佳狀態(tài)，即員工在此崗位上能發(fā)揮最大的積極作用，挖掘其最大的潛能。 本研究是基于遺傳算法的航空高科技企業(yè)復(fù)合型人才能崗匹配測(cè)算研究，目的是要通過(guò)遺傳算法的運(yùn)用，從定性和定量角度對(duì)航空高科技企業(yè)復(fù)合型人才能崗匹配深入研究，本研究重點(diǎn)從以下幾個(gè)部分展開(kāi)討論： 首先，在文獻(xiàn)查閱的基礎(chǔ)上，對(duì)航空高科技企業(yè)進(jìn)行實(shí)地調(diào)研，了解航空高科技企業(yè)復(fù)合型人才在能崗匹配測(cè)算指標(biāo)方面存在的問(wèn)題，，例如測(cè)算指標(biāo)難以量化，測(cè)評(píng)手段單一，測(cè)評(píng)內(nèi)容不夠全面等，這一部分主要是為后面對(duì)航空高科技企業(yè)復(fù)合型人才能崗匹配進(jìn)行測(cè)算奠定基礎(chǔ)。其次，重點(diǎn)設(shè)計(jì)了航空高科技企業(yè)復(fù)合型人才能崗匹配測(cè)算指標(biāo)體系，在對(duì)航空高科技企業(yè)各部門(mén)員工崗位進(jìn)行工作分析的基礎(chǔ)上，初步構(gòu)建了航空高科技企業(yè)復(fù)合型人才能崗匹配的測(cè)算指標(biāo)體系。為了保證指標(biāo)體系的科學(xué)性和應(yīng)用性，采用問(wèn)卷形式征求專家的意見(jiàn)和建議對(duì)指標(biāo)體系進(jìn)行了優(yōu)化，最終選取了12個(gè)能力指標(biāo)來(lái)構(gòu)建模型進(jìn)行實(shí)證研究。再次，以智能理論中的遺傳算法構(gòu)建了航空高科技企業(yè)復(fù)合型人才能崗匹配測(cè)算模型。此部分的重點(diǎn)是樣本數(shù)據(jù)的獲取，本研究的樣本數(shù)據(jù)來(lái)源于航空高科技企業(yè)不同部門(mén)不同崗位的員工的問(wèn)卷調(diào)查結(jié)果。最后，以航空高科技企業(yè)市場(chǎng)與客戶服務(wù)部為實(shí)例，建立模型，通過(guò)實(shí)例來(lái)驗(yàn)證遺傳算法用于能崗匹配測(cè)算完全可行，在解決此類問(wèn)題具有一定的優(yōu)勢(shì)。一方面克服了在綜合評(píng)價(jià)中認(rèn)為確定權(quán)重的困難和隨機(jī)性的影響，擴(kuò)大了遺傳算法的運(yùn)用領(lǐng)域；另一方面為我國(guó)建立航空高科技企業(yè)復(fù)合型人才崗位匹配測(cè)算指標(biāo)體系提供理論基礎(chǔ)，對(duì)航空高科技企業(yè)復(fù)合型人才系統(tǒng)的選拔，人員隊(duì)伍素質(zhì)的優(yōu)化提供理論依據(jù)，有利于我國(guó)航空高科技企業(yè)的運(yùn)行和發(fā)展。
[Abstract]:With the rapid development of global science and technology and the implementation of global integration strategy, the operating environment of aviation high-tech enterprises in China has undergone tremendous changes. The promotion of the core competitiveness of aviation high-tech enterprises depends not only on the technological strength of the enterprises, but also on the overall strength of the human resources they possess. The basis of rational utilization and effective allocation of human resources is the ability post matching, and the core of the ability post matching is to make the staff-post matching achieve the best state, that is, the employee can play the most positive role in this position and excavate its maximum potential. This research is based on genetic algorithm to measure the matching of composite talents in aviation high-tech enterprises. The purpose of this study is to study the matching of composite talents in aviation high-tech enterprises from the perspective of qualitative and quantitative analysis through the application of genetic algorithm. This study focuses on the following parts: First of all, on the basis of literature review, the field investigation of aviation high-tech enterprises is carried out to understand the problems existing in the measurement indexes of the composite talents of aviation high-tech enterprises in the matching of energy and posts, such as the difficulty of quantifying the measuring indicators and the single means of evaluation. The evaluation content is not comprehensive enough, this part is mainly for the aviation high-tech enterprise compound talent match to lay the foundation. Secondly, the paper designs the index system of composite talent matching in aviation high-tech enterprises, based on the analysis of the positions of employees in various departments of aviation high-tech enterprises. This paper preliminarily constructs the index system of measuring and calculating the matching of aeronautical high-tech enterprise compound talents. In order to ensure the scientificity and application of the index system, the expert's opinions and suggestions are solicited in the form of questionnaire to optimize the index system. Finally, 12 capability indexes are selected to construct the model for empirical research. Thirdly, the genetic algorithm of intelligent theory is used to construct the matching model of composite talents in aviation high-tech enterprises. This part focuses on the acquisition of sample data. The sample data of this study are from the survey results of different positions of employees in different departments of aviation high-tech enterprises. Finally, taking the aviation high-tech enterprise market and customer service department as an example, a model is established to verify the feasibility of the genetic algorithm used in the energy post matching calculation, which has some advantages in solving this kind of problem. On the one hand, it overcomes the difficulty of determining weight and the influence of randomness in the comprehensive evaluation, and expands the application field of genetic algorithm. On the other hand, it provides the theoretical basis for the establishment of the post matching index system of aviation high-tech enterprises, and provides the theoretical basis for the selection of the composite talents system and the optimization of the quality of the personnel in the aviation high-tech enterprises. Is advantageous to our country aviation high-tech enterprise's operation and the development.
【學(xué)位授予單位】：南京航空航天大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.5

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