【摘要】：隨著近年中國(guó)高星級(jí)酒店規(guī)模的迅猛發(fā)展，宏觀政策對(duì)高星級(jí)酒店發(fā)展的不利影響，酒店之間的競(jìng)爭(zhēng)空前激烈，然而競(jìng)爭(zhēng)從根本上說(shuō)是人才的競(jìng)爭(zhēng)，在對(duì)人力資源的管理中，配置是最基礎(chǔ)的工作，是企業(yè)行為的保障，是實(shí)現(xiàn)根本目標(biāo)的關(guān)鍵環(huán)節(jié)。完整的人力資源配置方案應(yīng)包含兩方面：一方面是“量”上的合理配置；另一方面是“質(zhì)”上的有效配置�！傲俊鄙系暮侠砼渲糜欣诠救肆Τ杀镜目刂�；“質(zhì)”上的有效配置有利于公司戰(zhàn)略目標(biāo)的實(shí)現(xiàn)。 本文以MS集團(tuán)的中堅(jiān)力量——中層管理崗位為研究對(duì)象，從組織機(jī)構(gòu)、職責(zé)范圍、業(yè)務(wù)分工上合理優(yōu)化“數(shù)量結(jié)構(gòu)”人力資源配置；再按照“勝任力模型構(gòu)建——崗位任職資格設(shè)計(jì)——建立人崗匹配”理論框架實(shí)現(xiàn)“質(zhì)”上人力資源有效配置。期望通過(guò)合理、有效的人力資源配置提升集團(tuán)中層管理崗位的勝任能力，從而提高組織的績(jī)效水平，增強(qiáng)集團(tuán)的競(jìng)爭(zhēng)力。 文章首先介紹人力資源配置和勝任力模型的理論，并探討了勝任力理論與企業(yè)人力資源配置的關(guān)聯(lián)和基于勝任力配置的特點(diǎn)。其次，對(duì)MS集團(tuán)中層管理崗位進(jìn)行定義，對(duì)配置的現(xiàn)狀和存在的問(wèn)題進(jìn)行分析，，并結(jié)合MS集團(tuán)的企業(yè)文化和戰(zhàn)略發(fā)展構(gòu)建中層管理崗位的勝任力模型，為優(yōu)化中層管理崗位配置做好鋪墊工作。接著，設(shè)計(jì)了MS集團(tuán)中層管理崗位的優(yōu)化配置方案，包括數(shù)量結(jié)構(gòu)配置方案和基于勝任力的人崗匹配配置方案。分別從“量”上和“質(zhì)”上對(duì)配置進(jìn)行把控。文章內(nèi)容集中于第四與第五兩個(gè)章節(jié)，對(duì)MS集團(tuán)酒店的中層管理崗位的配置進(jìn)行了優(yōu)化設(shè)計(jì)研究，筆者還對(duì)該酒店中層崗位配置的規(guī)劃思路與流程進(jìn)行了全面的分析。同時(shí)具備很強(qiáng)技術(shù)能力的勝任力模型的建設(shè)也進(jìn)行了詳實(shí)的敘述，還建立了酒店中層管理崗位的數(shù)量結(jié)構(gòu)配置方案。此外，筆者還對(duì)中層管理崗位優(yōu)化配置的實(shí)際實(shí)施安排進(jìn)行了系統(tǒng)性的規(guī)劃，對(duì)配置的實(shí)踐進(jìn)行設(shè)計(jì)，提出了一系列可行的保障性措施。并且也指出MS集團(tuán)中層管理崗位配置在實(shí)際設(shè)置中可能遭遇的問(wèn)題，為這些問(wèn)題規(guī)劃了解決方案。最終，總結(jié)本次的配置方案，并指出論文中仍然存在的不足。 希望本文可以給企業(yè)集團(tuán)的中層管理崗位配置提供一些指導(dǎo)性建議。
[Abstract]:With the rapid development of the scale of high-star hotels in China in recent years, the adverse impact of macro-policies on the development of high-star hotels and the unprecedented competition between hotels, however, the competition is fundamentally the competition of talent, in the management of human resources. Configuration is the most basic work, is the guarantee of enterprise behavior, is the key link to achieve the fundamental goal. A complete human resource allocation scheme should include two aspects: on the one hand, the rational allocation on the "quantity" and the other is the effective configuration on the "quality". The reasonable allocation of "quantity" is conducive to the control of the company's manpower cost, and the effective allocation of "quality" is conducive to the realization of the company's strategic objectives. This paper takes the middle management position, the backbone of MS Group, as the research object, and optimizes the allocation of "quantity structure" human resources from the aspects of organization, scope of responsibility and division of business. Then, according to the theoretical framework of "competency model-post qualification design-establishment of post-post matching", the effective allocation of human resources on "quality" can be realized. It is expected that through reasonable and effective human resource allocation, the competence of the middle management positions in the group will be enhanced, so as to improve the performance level of the organization and enhance the competitiveness of the group. This paper first introduces the theory of human resource allocation and competency model, and discusses the relationship between competency theory and enterprise human resource allocation and the characteristics of competency-based allocation. Secondly, it defines the middle management position of MS Group, analyzes the present situation and existing problems of the allocation, and constructs the competency model of the middle management position according to the enterprise culture and strategic development of MS Group. To optimize the allocation of middle-level management positions to do a good job of laying the groundwork. Then, the optimal allocation scheme of middle management positions in MS Group is designed, including quantitative structure allocation scheme and competency-based person-post matching configuration scheme. From the "quantity" and "quality" on the configuration of the control. The article focuses on the fourth and fifth chapters, carries on the optimization design research to the MS group hotel middle-level management position configuration, the author also has carried on the comprehensive analysis to this hotel middle-level post allocation planning thought and the process. At the same time, the construction of competency model, which has strong technical ability, is also described in detail, and the quantitative structure configuration scheme of middle management posts in hotels is also set up. In addition, the author also makes a systematic plan for the practical implementation arrangement of the optimal allocation of middle-level management posts, designs the practice of the allocation, and puts forward a series of feasible measures of protection. At the same time, it also points out the problems that MS group may encounter in setting up the middle management positions, and plans the solution for these problems. Finally, this paper summarizes the configuration scheme, and points out the shortcomings of the paper. I hope this article can provide some guidance suggestions for the middle management post allocation of enterprise groups.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F719

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