案例研究：LW公司人力資源開發(fā)體系建設(shè)
發(fā)布時(shí)間：2019-05-15 15:57
【摘要】：2012年是中國加入世界貿(mào)易組織的第11個(gè)年頭，，隨著世界經(jīng)濟(jì)一體化進(jìn)程的加深，如何形成企業(yè)獨(dú)有的核心能力（也稱為核心競爭力），來面對日益加劇的本土市場競爭，成為了經(jīng)濟(jì)體制轉(zhuǎn)型后大多數(shù)企業(yè)的首要難題。而人力資源管理及開發(fā)體系建設(shè)，是企業(yè)核心競爭力形成的重要源泉。本文以房地產(chǎn)行業(yè)的一家企業(yè)（下文稱LW公司）為對象，對其成立至今的人力資源開發(fā)體系展開調(diào)查、研究，旨在對房地產(chǎn)企業(yè)的人力資源開發(fā)體系建設(shè)模式提出一些啟發(fā)性思想和建議。 在對本課題的研究過程中，本文將首先介紹人力資源開發(fā)的理論基礎(chǔ)，包括企業(yè)核心競爭力的概念和定義、人力資源開發(fā)理論的形成與演變、冰山理論、KSAIBs模型以及國內(nèi)外相關(guān)研究文獻(xiàn)。在此基礎(chǔ)上，對LW公司成立以來的人力資源開發(fā)體系建設(shè)展開了調(diào)查與分析，并結(jié)合人力資源開發(fā)的常見問題進(jìn)行分析，重點(diǎn)研究了培訓(xùn)體系構(gòu)建、職業(yè)生涯開發(fā)以及知識(shí)管理三個(gè)模塊，提煉出LW公司人力資源開發(fā)體系的成功因素：多元化多層級有針對性的職業(yè)發(fā)展體系、較完善的培訓(xùn)體系以及逐步開展的知識(shí)管理體系建設(shè)。最后從個(gè)人發(fā)展與組織發(fā)展的角度，提出LW公司人力資源開發(fā)的兩點(diǎn)不足：培訓(xùn)與人才發(fā)展的關(guān)聯(lián)度不足，知識(shí)管理有待進(jìn)一步深化。對此，本文提出了與培訓(xùn)體系相結(jié)合的職業(yè)發(fā)展通道設(shè)計(jì)以及體系化的知識(shí)管理建設(shè)等對策。 本文結(jié)合國內(nèi)外人力資源開發(fā)理論及LW公司的案例分析，對房地產(chǎn)企業(yè)的人力資源開發(fā)體系建設(shè)進(jìn)行研究，希望通過“內(nèi)功修煉”來提高企業(yè)的生存能力，具有一定的現(xiàn)實(shí)意義。
[Abstract]:2012 is the 11th year of China's accession to the World Trade Organization. With the deepening of the process of world economic integration, how to form the unique core competence (also known as the core competitiveness) of enterprises to face the increasing competition in the local market. It has become the most difficult problem for most enterprises after the transformation of the economic system. The construction of human resource management and development system is an important source of core competitiveness of enterprises. This paper takes an enterprise in the real estate industry (hereinafter referred to as LW Company) as the object, and investigates and studies the human resources development system since its establishment. The purpose of this paper is to put forward some enlightening ideas and suggestions on the construction mode of human resources development system in real estate enterprises. In the course of the research on this topic, this paper will first introduce the theoretical basis of human resources development, including the concept and definition of the core competitiveness of enterprises, the formation and evolution of human resources development theory, iceberg theory. KSAIBs model and related research literature at home and abroad. On this basis, this paper investigates and analyzes the construction of human resource development system since the establishment of LW Company, and analyzes the common problems of human resource development, focusing on the construction of training system. Career development and knowledge management are three modules to extract the success factors of LW human resources development system: diversified and multi-level targeted career development system. More perfect training system and gradually carry out the construction of knowledge management system. Finally, from the point of view of personal development and organizational development, this paper puts forward two shortcomings of human resources development in LW Company: the lack of correlation between training and talent development, and knowledge management needs to be further deepened. In this paper, the design of career development channel combined with training system and the construction of systematic knowledge management are put forward. Based on the theory of human resources development at home and abroad and the case analysis of LW company, this paper studies the construction of human resources development system of real estate enterprises, hoping to improve the survival ability of enterprises through "internal training". It has certain practical significance.
【學(xué)位授予單位】：華南理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92
本文編號：2477618
[Abstract]:2012 is the 11th year of China's accession to the World Trade Organization. With the deepening of the process of world economic integration, how to form the unique core competence (also known as the core competitiveness) of enterprises to face the increasing competition in the local market. It has become the most difficult problem for most enterprises after the transformation of the economic system. The construction of human resource management and development system is an important source of core competitiveness of enterprises. This paper takes an enterprise in the real estate industry (hereinafter referred to as LW Company) as the object, and investigates and studies the human resources development system since its establishment. The purpose of this paper is to put forward some enlightening ideas and suggestions on the construction mode of human resources development system in real estate enterprises. In the course of the research on this topic, this paper will first introduce the theoretical basis of human resources development, including the concept and definition of the core competitiveness of enterprises, the formation and evolution of human resources development theory, iceberg theory. KSAIBs model and related research literature at home and abroad. On this basis, this paper investigates and analyzes the construction of human resource development system since the establishment of LW Company, and analyzes the common problems of human resource development, focusing on the construction of training system. Career development and knowledge management are three modules to extract the success factors of LW human resources development system: diversified and multi-level targeted career development system. More perfect training system and gradually carry out the construction of knowledge management system. Finally, from the point of view of personal development and organizational development, this paper puts forward two shortcomings of human resources development in LW Company: the lack of correlation between training and talent development, and knowledge management needs to be further deepened. In this paper, the design of career development channel combined with training system and the construction of systematic knowledge management are put forward. Based on the theory of human resources development at home and abroad and the case analysis of LW company, this paper studies the construction of human resources development system of real estate enterprises, hoping to improve the survival ability of enterprises through "internal training". It has certain practical significance.
【學(xué)位授予單位】：華南理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92
【參考文獻(xiàn)】
相關(guān)期刊論文 前4條
1 梁建春,馮明,何躍;勝任特征研究及其在人力資源管理中的意義[J];重慶工學(xué)院學(xué)報(bào);2005年04期
2 趙同良,李啟明;知識(shí)管理在房地產(chǎn)開發(fā)企業(yè)中應(yīng)用的分析[J];建筑管理現(xiàn)代化;2004年02期
3 張春虎;;從傳統(tǒng)培訓(xùn)到學(xué)習(xí)的轉(zhuǎn)變——簡評國外人力資源開發(fā)理論的研究進(jìn)展[J];人力資源管理;2010年08期
4 王重鳴,陳民科;管理勝任力特征分析:結(jié)構(gòu)方程模型檢驗(yàn)[J];心理科學(xué);2002年05期
相關(guān)博士學(xué)位論文 前2條
1 臧振春;人才資源管理若干問題的分析與評價(jià)研究[D];北京工業(yè)大學(xué);2007年
2 佟雪銘;基于經(jīng)濟(jì)增長方式的人力資源開發(fā)研究[D];大連理工大學(xué);2009年
相關(guān)碩士學(xué)位論文 前3條
1 張焱;D公司基于勝任力模型的評價(jià)中心應(yīng)用研究[D];北京郵電大學(xué);2011年
2 陳思玲;廣州市人力資源開發(fā)與人力資本投資問題研究[D];暨南大學(xué);2000年
3 卞卉;基于崗位素質(zhì)模型的評價(jià)中心的構(gòu)建與實(shí)施[D];河海大學(xué);2007年
本文編號：2477618
本文鏈接：http://sikaile.net/jingjilunwen/fangdichanjingjilunwen/2477618.html
最近更新
教材專著
