本文選題：核心競爭力 + 技術(shù)人員　； 參考：《北京化工大學(xué)》2014年碩士論文

【摘要】：隨著我國安全技術(shù)服務(wù)行業(yè)的快速發(fā)展,STS公司在短短4年多的時間已經(jīng)成長為一家在國內(nèi)安全技術(shù)服務(wù)行業(yè)有一定影響力和知名度的公司。作為一家以技術(shù)服務(wù)為主導(dǎo)的高新技術(shù)企業(yè),面對客戶日益龐雜的安全技術(shù)需求和公司成立時間短、人員經(jīng)驗缺乏、技術(shù)能力相對薄弱之間的矛盾,通過哪些方式來迅速建立和提升技術(shù)人員的能力和素質(zhì),進(jìn)而形成企業(yè)的核心競爭力,從而在激烈的市場競爭中獲得優(yōu)勢、占得先機(jī),一直以來都是STS公司重點考慮的問題。論文通過分析STS公司的技術(shù)服務(wù)業(yè)務(wù),發(fā)現(xiàn)各項業(yè)務(wù)主要是以提供技術(shù)人員為基礎(chǔ)來開展各項服務(wù)的。研究STS公司的人員年齡工齡、學(xué)歷職稱、來源結(jié)構(gòu)等方面也顯示,公司的主要技術(shù)服務(wù)人員普遍年輕、工作時間較短、現(xiàn)場經(jīng)驗較少。人員作為技術(shù)的主要載體,是技術(shù)服務(wù)型公司的關(guān)鍵因素,因此,STS公司必須找到一條快速培養(yǎng)的方式以支撐公司的業(yè)務(wù)發(fā)展。因此,STS公司對于最重要的核心資源—人才,如何改進(jìn)現(xiàn)有的人才培養(yǎng)模式,如何通過人才培養(yǎng)模式激發(fā)現(xiàn)有人才的活力,如何通過人才培養(yǎng)模式提升現(xiàn)有人才的績效,成為保障STS公司快速發(fā)展過程中極為關(guān)鍵的一環(huán)。本文在安全技術(shù)服務(wù)行業(yè)快速發(fā)展的背景下,從STS公司實際發(fā)展過程中對人才的需求出發(fā),系統(tǒng)研究了技術(shù)服務(wù)型企業(yè)價值實現(xiàn)流程,企業(yè)核心競爭力的概念和內(nèi)涵,人才培養(yǎng)模式的概念和構(gòu)成,以及國內(nèi)外典型的人才培養(yǎng)模式等方面,以STS公司現(xiàn)有人才培養(yǎng)模式為研究對象,詳細(xì)分析了安全技術(shù)服務(wù)公司人才培養(yǎng)的現(xiàn)狀和存在的問題,對如何完善和改進(jìn)STS公司的人才培養(yǎng)模式提出了建議。通過與STS公司領(lǐng)導(dǎo)和員工討論后,不僅提出了“四位一體”的安全技術(shù)人員培養(yǎng)系統(tǒng),并從體系上、內(nèi)容上、方式上進(jìn)一步加以總結(jié)和提煉,設(shè)立了符合STS公司的培養(yǎng)目標(biāo)、建立了技術(shù)人員的職業(yè)生涯通道,搭建了能力素質(zhì)模型,細(xì)化了崗位的能力要求,使得整個培養(yǎng)模式更加具有針對性和實效性,探索了一種適合我國安全行業(yè)技術(shù)服務(wù)人員成長的新型人才培養(yǎng)模式。
[Abstract]:With the rapid development of the security technology service industry in our country, STS has grown into a company with certain influence and popularity in the domestic security technology service industry in a short time of more than 4 years. As a high-tech enterprise dominated by technical services, it faces the contradiction between the increasingly complex security technology needs of its customers and the short time of its establishment, the lack of personnel experience, and the relative weakness of its technical capability. How to quickly establish and improve the ability and quality of technical personnel, and then form the core competitiveness of enterprises, so as to gain advantages in the fierce market competition, has been the focus of STS company. By analyzing the technical service business of STS Company, it is found that each service is mainly based on providing technical personnel. The study on the age, academic title and source structure of the STS company also shows that the main technical service personnel of the company are generally young, have shorter working hours and have less experience on the spot. As the main carrier of technology, personnel is the key factor of technical service company. Therefore, STS company must find a way of rapid training to support the business development of the company. Therefore, for the most important core resources-talent, how to improve the existing talent training model, how to stimulate the vitality of existing talents through the talent training model, how to improve the performance of existing talents through the talent training model, To ensure the rapid development of STS company in the process of an extremely critical link. Under the background of the rapid development of the security technology service industry and the demand for talents in the actual development process of STS Company, this paper systematically studies the realization process of the value of the technology service enterprise, the concept and connotation of the core competence of the enterprise. The concept and composition of the talent training model, as well as the typical talent training model at home and abroad, are analyzed in detail, taking the existing talent training model of STS Company as the research object, and the present situation and existing problems of the personnel training in the safety technology service company are analyzed in detail. Some suggestions on how to perfect and improve the talent training mode of STS Company are put forward. After discussing with the leaders and employees of STS Company, not only put forward a "four-in-one" training system for safety technicians, but also further summarize and refine it from the system, content and way, and set up a training goal in line with the STS Company. Established the technical personnel career path, built the ability quality model, refined the post ability request, made the entire training mode have the pertinence and the actual effect, This paper explores a new type of personnel training model suitable for the growth of technical service personnel in safety industry in China.
【學(xué)位授予單位】：北京化工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F426.6;F272.92

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