本文選題：項(xiàng)目過程管理　切入點(diǎn)：人力資源模型　出處：《華南理工大學(xué)》2015年碩士論文

【摘要】：隨著近些年來的人力資源管理理論的發(fā)展,越來越多的企業(yè)開始意識(shí)到人力資源的重要性,尤其對(duì)于軟件行業(yè)等高新密集型產(chǎn)業(yè)來說,更是如此。人力資源漸漸成為衡量企業(yè)核心競(jìng)爭(zhēng)力是否強(qiáng)大的標(biāo)準(zhǔn)。雖然目前市場(chǎng)上有大量的人力資源管理系統(tǒng),但大多都是圍繞人力資源進(jìn)行建模,沒有考慮到人力資源本身的復(fù)雜性。人力資源本身就具有主觀能動(dòng)性,會(huì)參與到社會(huì)各類管理活動(dòng)中,不可避免的與其他管理活動(dòng)產(chǎn)生交集。對(duì)于軟件企業(yè)來說,在軟件項(xiàng)目開發(fā)的整個(gè)生命周期中,人力資源始終參與其中,如果將人力資源管理活動(dòng)與項(xiàng)目管理活動(dòng)分開來,企業(yè)不僅浪費(fèi)了一部分資源去進(jìn)行人力資源管理,也會(huì)導(dǎo)致在項(xiàng)目管理過程中遇到諸多難題。項(xiàng)目進(jìn)度慢、項(xiàng)目需求變更都會(huì)產(chǎn)生人力資源調(diào)度,如果采用線下溝通的方法,從溝通交流到人力資源變動(dòng)這個(gè)時(shí)間段所要花費(fèi)的時(shí)間和精力往往是不可預(yù)計(jì)的,這樣也無形中降低了企業(yè)的核心競(jìng)爭(zhēng)力。因此,基于傳統(tǒng)人力資源管理模式的局限性,本文提出了面向項(xiàng)目過程管理的精細(xì)化人力資源管理模型RHRMM(Refined Human Resource Management Model),定義了在精細(xì)化管理模型中的相關(guān)概念,將人力資源作為底層數(shù)據(jù)維護(hù),通過日常報(bào)工銜接人力資源與項(xiàng)目管理之間的聯(lián)系,并提出了一個(gè)改進(jìn)的資源沖突檢測(cè)算法,解決傳統(tǒng)資源沖突檢測(cè)算法沖突信息量較少,可擴(kuò)展性差的特點(diǎn),為企業(yè)降低管理成本,提高產(chǎn)品質(zhì)量,提升核心競(jìng)爭(zhēng)力提供了強(qiáng)有力的決策支持。本文的主要貢獻(xiàn)有:(1)提出了精細(xì)化人力資源管理模型RHRMM本文對(duì)RHRMM進(jìn)行了形式化定義。該模型不但提供了將外部資源數(shù)據(jù)導(dǎo)入資源池的公共接口,也實(shí)現(xiàn)了在資源調(diào)度時(shí)的沖突檢測(cè)算法。RHRMM從處理流程上來看主要包含數(shù)據(jù)導(dǎo)入,數(shù)據(jù)處理,數(shù)據(jù)分析和數(shù)據(jù)表現(xiàn)四個(gè)層次。(2)提出了一個(gè)適用于RHRMM的資源沖突檢測(cè)算法傳統(tǒng)的資源沖突檢測(cè)算法只計(jì)算了資源在某段時(shí)間內(nèi)的平均使用率,反應(yīng)了資源在某段時(shí)間內(nèi)的使用情況,但沒有檢測(cè)是否發(fā)生了沖突,也沒有更進(jìn)一步的沖突信息。因此本文通過資源池維護(hù)資源元數(shù)據(jù)的一致性,從而建立了統(tǒng)一的資源沖突檢測(cè)機(jī)制,封裝資源沖突信息,能夠更好的輔助企業(yè)管理決策。(3)應(yīng)用研究結(jié)合廣州南沙中國科學(xué)研究院軟件應(yīng)用研究所i SERP項(xiàng)目的開發(fā),對(duì)以上工作進(jìn)行了實(shí)際工作考量和性能分析。經(jīng)過反復(fù)的系統(tǒng)測(cè)試和性能測(cè)試,發(fā)現(xiàn)該資源模型能有效的通過資源沖突檢測(cè)預(yù)處理沖突數(shù)據(jù)防止不正確的數(shù)據(jù)狀態(tài)存入數(shù)據(jù)庫中,并且能夠有效的生成資源分析,項(xiàng)目進(jìn)度等視圖輔助項(xiàng)目管理層做出決策和企業(yè)日常業(yè)務(wù)管理工作中。
[Abstract]:With the development of human resource management theory in recent years, more and more enterprises begin to realize the importance of human resources, especially for the software industry and other high-tech intensive industries.Human resources have gradually become the standard to measure whether the core competitiveness of enterprises is strong or not.Although there are a large number of human resource management systems in the market at present, most of them are built around human resources without considering the complexity of human resources themselves.Human resources itself has subjective initiative, will participate in all kinds of social management activities, inevitably intersecting with other management activities.For software companies, human resources are always involved throughout the life cycle of software project development, if human resources management activities are separated from project management activities,Enterprises not only waste part of the resources to carry out human resource management, but also lead to many difficulties in the process of project management.The slow progress of the project and the change of the project requirements will result in human resource scheduling. If the offline communication method is adopted, the time and energy spent in the period from communication to human resource change are often unpredictable.This also virtually reduces the core competitiveness of enterprises.Therefore, based on the limitation of traditional human resource management model, this paper proposes a refined human resource management model, RHRMM(Refined Human Resource Management model, which is oriented to project process management, and defines the relevant concepts in the refined management model.This paper takes human resources as the underlying data maintenance, connects the relationship between human resources and project management through daily report, and puts forward an improved resource conflict detection algorithm, which solves the conflict information of traditional resource conflict detection algorithms with less information.The characteristics of poor expansibility provide strong decision support for enterprises to reduce management cost, improve product quality and enhance core competitiveness.The main contributions of this paper are as follows: (1) A refined human resource management model (RHRMM) is proposed in this paper. RHRMM is formally defined in this paper.The model not only provides a common interface for importing external resource data into the resource pool, but also implements the conflict detection algorithm.This paper presents a resource conflict detection algorithm for RHRMM. The traditional resource conflict detection algorithm only calculates the average utilization rate of resources over a certain period of time.It reflects the use of resources over a certain period of time, but does not detect conflicts or further conflict information.Therefore, this paper maintains the consistency of resource metadata through resource pool, so as to establish a unified resource conflict detection mechanism and encapsulate resource conflict information.Combined with the development of I SERP project of Institute of Software Application of China Institute of Science in Nansha, Guangzhou, the practical work and performance analysis of the above work are carried out.After repeated system tests and performance tests, it is found that the resource model can effectively pre-process conflict data through resource conflict detection to prevent incorrect data status from being stored in the database, and can effectively generate resource analysis.Project schedule and other views assist project management in making decisions and daily business management.
【學(xué)位授予單位】：華南理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：TP311.52

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