本文關(guān)鍵詞：基于Z理論的A軟件外包企業(yè)人力資源管理研究　出處：《北京郵電大學》2013年碩士論文　論文類型：學位論文

  更多相關(guān)文章： 人力資源管理 Z理論 軟件外包

【摘要】：軟件外包屬于現(xiàn)代服務(wù)業(yè)的一部分。隨著信息技術(shù)產(chǎn)業(yè)的飛速發(fā)展,軟件外包也隨之發(fā)展成為了很重要的一個行業(yè)。2008年全球性的金融危機,給所有的企業(yè)都帶來了不同程度的困難,A企業(yè)作為一個典型的軟件外包企業(yè)也遭遇到了極大的危機。在這個過程中,人力資源管理不到位的弊病充分的體現(xiàn)了出來。本論文在充分研究人力資源管理領(lǐng)域重要的理論之一Z理論的基礎(chǔ)上,為解決A企業(yè)的困境提供了一條切實可行的解決方案。 本論文共分為六章。第一章簡要介紹了軟件外包行業(yè)的特點,A企業(yè)的背景狀況以及在經(jīng)營過程中遇到的問題；第二章介紹了人力資源管理的經(jīng)典理論,重點介紹了Z理論及其研究成果；第三章詳細的介紹了A企業(yè)的組織結(jié)構(gòu)、人員狀況和人力資源管理制度；點明了A企業(yè)所遇到的重要問題和挑戰(zhàn),那就是在2008年的金融危機之后過高的員工離職率；第四章給出了一個對A企業(yè)人力資源管理制度改革的建議方案。通過對離職員工的訪談來分析員工離職的原因,指出改革的重點和方向。然后在基于Z理論的基礎(chǔ)之上提出了對A企業(yè)的人力資源管理改革方案設(shè)計,那就是實行長期雇傭制度來提高員工的安全感和歸屬感；在長期考核和提升制度的理論基礎(chǔ)上,切實有效的執(zhí)行A企業(yè)的雙通道晉升制度；通過加強培訓工作來提升員工多方面的能力；通過加強企業(yè)文化建設(shè)和溝通來密切企業(yè)中人與人之間的關(guān)系,高層與一線員工之間的關(guān)系。第五章是關(guān)于實施新的人力資源管理制度的建議；第六章是總結(jié)和展望。
[Abstract]:Software outsourcing is a part of modern service industry. With the rapid development of information technology industry, software outsourcing has also developed into a very important industry. In 2008, the global financial crisis. As a typical software outsourcing enterprise, it has also encountered a great crisis. In this process. The shortcomings of human resource management are fully reflected. This paper fully studies one of the important theories in the field of human resources management Z theory. It provides a practical solution for solving the plight of Enterprise A. This paper is divided into six chapters. The first chapter briefly introduces the characteristics of the software outsourcing industry and the background of enterprise A and the problems encountered in the process of management; The second chapter introduces the classical theory of human resource management, focusing on Z theory and its research results; The third chapter introduces the organization structure, personnel status and human resource management system of enterprise A in detail. It points out the important problems and challenges faced by Enterprise A, that is, the high rate of employee turnover after the financial crisis in 2008; Chapter 4th gives a proposal for the reform of human resources management system in Enterprise A. the reasons for employee turnover are analyzed through interviews with former employees. The emphasis and direction of the reform are pointed out. Then, based on the Z theory, the author puts forward the design of the human resource management reform scheme for enterprise A, which is to implement the long-term employment system to improve the sense of security and belonging of the employees. On the basis of the theory of long-term appraisal and promotion system, we should carry out the dual-channel promotion system of enterprise A effectively. Strengthen the training work to enhance the ability of employees in many aspects; Through strengthening the construction of corporate culture and communication to close the relationship between people in the enterprise, the relationship between the high-level and front-line staff. Chapter 5th is about the implementation of the new human resources management system. Chapter 6th is a summary and prospect.
【學位授予單位】：北京郵電大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F49

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