發(fā)布時間：2018-03-29 23:16

  本文選題：SWOT　切入點：人力資源戰(zhàn)略規(guī)劃　出處：《西安工業(yè)大學(xué)》2014年碩士論文

【摘要】：隨著我國政府對房地產(chǎn)行業(yè)調(diào)控力度的不斷加大,房地產(chǎn)建設(shè)企業(yè)之間的競爭也在日趨升溫。人力資源發(fā)展作為企業(yè)持續(xù)發(fā)展的一大重要保證,在企業(yè)核心競爭力構(gòu)建中的地位逐漸突出。但就我國大多數(shù)房地產(chǎn)建設(shè)企業(yè)而言,仍舊未將人力資源發(fā)展作為企業(yè)的戰(zhàn)略發(fā)展的核心要務(wù)之一,因此全面可行的人力資源戰(zhàn)略規(guī)劃更是少之又少。由于戰(zhàn)略規(guī)劃的缺失,導(dǎo)致企業(yè)在人力資源發(fā)展過程中大量的資金投入未能取得應(yīng)有的收益,企業(yè)人力資源發(fā)展問題逐步顯現(xiàn),最終造成企業(yè)核心技術(shù)、比較優(yōu)勢不能夠充分的發(fā)揮。進而構(gòu)建全面、科學(xué)、可行的人力資源戰(zhàn)略規(guī)劃,即是企業(yè)實現(xiàn)可持續(xù)發(fā)展戰(zhàn)略目標(biāo)的前提,又是企業(yè)核心競爭力構(gòu)建的有力保證。 本文以SW建設(shè)集團為研究對象,通過對SW建設(shè)集團進行詳實的分析,來為SW建設(shè)集團設(shè)計科學(xué)可行的人力資源戰(zhàn)略規(guī)劃,以期對實際中制定和實施人力資源戰(zhàn)略規(guī)劃提供依據(jù)。本文首先對人力資源戰(zhàn)略規(guī)劃有關(guān)理論進行了綜述,為本文的研究提供了理論基礎(chǔ)；其次,詳細全面分析了SW建設(shè)集團人力資源發(fā)展以及人力資源管理現(xiàn)狀,分析了SW建設(shè)集團人力資源發(fā)展中的問題和人力資源規(guī)劃所存在的不足,同時對SW建設(shè)集團的內(nèi)外部環(huán)境進行了全方位的分析。再次,運用戰(zhàn)略目標(biāo)集轉(zhuǎn)移法,構(gòu)建了SW建設(shè)集團人力資源戰(zhàn)略的目標(biāo)集,進而通過灰色預(yù)測以及馬爾科夫模型對SW建設(shè)集團人力資源未來五年的供需進行了預(yù)測；最后,根據(jù)SW建設(shè)集團的戰(zhàn)略發(fā)展目標(biāo)結(jié)合前文的定性與定量分析,為SW建設(shè)集團人力資源戰(zhàn)略規(guī)劃設(shè)計出合理的戰(zhàn)略目標(biāo),并且對人力資源管理中人才招聘、績效考核、員工晉升與輪崗、薪酬設(shè)計等方面進行全面重點的規(guī)劃,同時根據(jù)規(guī)劃的具體內(nèi)容設(shè)計出相應(yīng)的實施保障措施以及風(fēng)險規(guī)避措施。
[Abstract]:With the increasing regulation and control of the real estate industry by our government, the competition among the real estate construction enterprises is also heating up day by day. The development of human resources is an important guarantee for the sustainable development of enterprises. However, most of the real estate construction enterprises in China still do not regard human resource development as one of the core tasks of the strategic development of enterprises. Therefore, the comprehensive and feasible strategic planning of human resources is even less. Due to the lack of strategic planning, a large amount of capital investment in the process of human resources development has not been able to obtain the due benefits. The problem of enterprise human resource development gradually appears, resulting in the core technology of the enterprise, the comparative advantage can not be brought into full play, and then the comprehensive, scientific and feasible human resources strategic planning is constructed. It is not only the premise for enterprises to achieve the strategic goal of sustainable development, but also the strong guarantee for the construction of core competence of enterprises. This paper takes SW Construction Group as the research object, through the detailed analysis of SW Construction Group, to design a scientific and feasible human resources strategic planning for SW Construction Group. In order to provide the basis for the establishment and implementation of human resources strategic planning in practice. Firstly, this paper summarizes the related theories of human resources strategic planning, which provides the theoretical basis for the research of this paper. This paper analyzes in detail the current situation of human resource development and human resource management in SW Construction Group, analyzes the problems in human resource development of SW Construction Group and the shortcomings of human resource planning. At the same time, the internal and external environment of SW construction group is analyzed in all directions. Thirdly, the target set of human resources strategy of SW construction group is constructed by using the transfer method of strategic objective set. Then, through grey prediction and Markov model, the author forecasts the supply and demand of human resources in SWConstruction Group in the next five years. Finally, according to the strategic development goals of SWConstruction Group, combining with the qualitative and quantitative analysis, To design a reasonable strategic goal for the strategic planning of human resources of SW Construction Group, and to carry out a comprehensive and focused planning on the aspects of human resource management, such as talent recruitment, performance appraisal, staff promotion and rotation, salary design, etc. At the same time, according to the specific content of the plan, the corresponding implementation protection measures and risk aversion measures are designed.
【學(xué)位授予單位】：西安工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.92

【參考文獻】

相關(guān)期刊論文 前9條

1 李松媛;王德寵;;人力資源規(guī)劃中的需求與供給預(yù)測的方法探析[J];黃河科技大學(xué)學(xué)報;2011年01期

2 孫立新,鄒非;論有效的人力資源預(yù)測方法[J];經(jīng)濟與管理;2003年04期

3 李冬葉;;關(guān)于企業(yè)戰(zhàn)略性人力資源規(guī)劃的若干思考[J];全國商情(經(jīng)濟理論研究);2009年12期

4 陳福漆;人力資源規(guī)劃的戰(zhàn)略性思考[J];企業(yè)經(jīng)濟;2003年12期

5 趙心;;從“華為”看如何構(gòu)建戰(zhàn)略性人力資源規(guī)劃[J];企業(yè)家天地;2007年04期

6 李昕;;略論企業(yè)人力資源規(guī)劃[J];人口與經(jīng)濟;2006年S1期

7 劉俊昌;梅小敏;趙君;;企業(yè)人力資源供需平衡分析[J];社會科學(xué)家;2006年S2期

8 吳少華;;談企業(yè)人力資源需求預(yù)測[J];中國商貿(mào);2009年07期

9 安鴻章;應(yīng)當(dāng)正確理解企業(yè)HR規(guī)劃的基本概念[J];中國人力資源開發(fā);2002年02期

，

本文編號：1683299