本文選題：人力資源　切入點：管理改進　出處：《燕山大學》2013年碩士論文　論文類型：學位論文

【摘要】：本文研究的主要目的是通過對冀東發(fā)展集團人力資源管理與發(fā)展戰(zhàn)略的契合度研究，探索二者之間聯系，探尋該企業(yè)在“十二五”乃至今后一段發(fā)展時期，在踐行發(fā)展戰(zhàn)略時力求規(guī)避人力資源風險，補充、完善企業(yè)發(fā)展戰(zhàn)略，解決實際問題，為長期健康快速發(fā)展奠定堅實基礎。針對此課題，采用綜合分析與邏輯歸納相結合的方法、問卷調查分析法、圖表及模型分析法、定量與定性結合等方法。 首先，對冀東發(fā)展集團面臨的內外部環(huán)境進行分析，對其發(fā)展戰(zhàn)略進行闡述，并通過對發(fā)展戰(zhàn)略和人力資源管理的實施現狀進行分析，為找準人力資源管理工作在發(fā)展戰(zhàn)略中的位置和作用打下良好基礎。 其次，通過問卷形式，，走訪各個層面、各個崗位的代表，對人力資源與發(fā)展戰(zhàn)略契合度進行調查�？梢苑治龅贸鋈肆Y源管理工作仍存在較多問題，是企業(yè)戰(zhàn)略實施過程中的瓶頸和掣肘。 再次，總結歸納出企業(yè)的優(yōu)勢在于人力資源基礎比較扎實，40-55歲齡段員工隊伍技術、經驗比較豐富，且較為穩(wěn)定；問題較多，主要是企業(yè)轉型發(fā)展過程中相關專業(yè)人才緊缺，35歲以下員工隊伍不穩(wěn)定，有能力、有技術的人才上升通道不順暢，員工福利待遇遠遠低于市場同行業(yè)水平，績效考核目標性較差并缺乏科學性、合理性等。 最后，在建設多業(yè)并舉、科工貿一體的國際化企業(yè)集團的戰(zhàn)略目標和指導思想實施中，立足水泥、商混、裝備、房地產、礦業(yè)五大板塊，著力改進人力資源問題，夯實人力資源管理基礎，打造長遠發(fā)展的競爭優(yōu)勢，為實現戰(zhàn)略目標提供人力資源保證。
[Abstract]:The main purpose of this paper is to explore the relationship between human resource management and development strategy of Jidong Development Group, to explore the relationship between the two, and to explore the development period of the enterprise in the 12th Five-Year Plan and in the future. In carrying out the development strategy, we should try our best to avoid the human resource risk, complement and perfect the enterprise development strategy, solve the practical problems, and lay a solid foundation for the long-term healthy and rapid development. The methods of comprehensive analysis and logical induction, questionnaire analysis, chart and model analysis, quantitative and qualitative analysis and so on are adopted. First of all, the internal and external environment facing the East Hebei Development Group is analyzed, and its development strategy is expounded, and the implementation status of development strategy and human resource management is analyzed. Lay a good foundation for finding out the position and role of human resource management in development strategy. Secondly, through the questionnaire form, visit each level, each post representative, carries on the investigation to the human resources and the development strategy correspondence degree. It is the bottleneck and constraint in the process of enterprise strategy implementation. Thirdly, it concludes that the advantages of the enterprise are that the human resource base is relatively solid and the age group of 40-55 years old is skilled, the experience is relatively rich and relatively stable, and there are many problems. This is mainly due to the shortage of relevant professionals in the process of enterprise transformation and development. The staff under 35 years of age are unstable, capable and skilled, and the channel of rising talent is not smooth, and the welfare benefits of employees are far lower than the level of the same industry in the market. The goal of performance appraisal is poor and lack of science and rationality. Finally, in the implementation of the strategic objectives and guiding ideology of building an international enterprise group that combines industry, science, industry and trade, we should base ourselves on cement, commercial mixing, equipment, real estate and mining, and focus on improving the human resources problem. Tamp the foundation of human resource management, create long-term development competitive advantage, and provide human resource guarantee for realizing strategic goal.
【學位授予單位】：燕山大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92

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