【摘要】：對(duì)傳統(tǒng)制造企業(yè)來(lái)說(shuō),有效獲得并留住人才是其在激烈競(jìng)爭(zhēng)的全球市場(chǎng)以及國(guó)內(nèi)不斷升級(jí)的產(chǎn)業(yè)結(jié)構(gòu)下持續(xù)發(fā)展的動(dòng)力和競(jìng)爭(zhēng)優(yōu)勢(shì)來(lái)源。JW公司是專業(yè)生產(chǎn)彈簧的一家制造類企業(yè),因近期業(yè)務(wù)發(fā)展需要,需要進(jìn)一步引進(jìn)技術(shù)人才,但實(shí)際中的招聘難與留人難問(wèn)題已經(jīng)成為該公司發(fā)展的嚴(yán)重阻礙,急需解決辦法。 針對(duì)如何招聘甄選到擁有先進(jìn)技術(shù)的優(yōu)秀人才以及如何實(shí)現(xiàn)他們的人職匹配這一問(wèn)題,本文首先通過(guò)對(duì)國(guó)內(nèi)外技術(shù)型員工的招聘理論與成果的歸納總結(jié),選取勝任力素質(zhì)模型與戰(zhàn)略人力資源管理理論作為理論基礎(chǔ)；其次,本文結(jié)合JW公司背景,分析公司的技術(shù)型員工招聘與管理現(xiàn)狀,找出招聘難與人才流失問(wèn)題及其產(chǎn)生原因；最后,通過(guò)對(duì)比高績(jī)效的優(yōu)秀技術(shù)型員工與一般技術(shù)型員工在特質(zhì)上的差距,探索建立JW公司技術(shù)型員工勝任力素質(zhì)模型,并在此基礎(chǔ)上,建立JW公司新的招聘方法、薪酬管理制度,并培育企業(yè)的優(yōu)秀文化,滿足公司業(yè)務(wù)和戰(zhàn)略發(fā)展需要。 經(jīng)過(guò)多方面分析與實(shí)踐,本文主要得出了以下結(jié)論： JW公司技術(shù)類員工的核心勝任力特征主要包括團(tuán)隊(duì)合作、創(chuàng)新能力、計(jì)劃與執(zhí)行力、分析與解決問(wèn)題能力、成就導(dǎo)向、客戶服務(wù)導(dǎo)向、概念式思維、關(guān)注質(zhì)量與程序、信息尋求能力；企業(yè)管理者必須要重視科學(xué)管理法發(fā)的重要性,除了引進(jìn)先進(jìn)的技術(shù)之外,也要引進(jìn)優(yōu)秀的管理人才；科學(xué)的薪酬管理和優(yōu)秀的企業(yè)文化是現(xiàn)代企業(yè)吸引與留住人才的兩大法寶。
[Abstract]:For traditional manufacturing enterprises, The effective acquisition and retention of talents is the driving force and competitive advantage source of its sustainable development under the fierce competition global market and the domestic continuous upgrading industrial structure. JW Company is a manufacturing enterprise specialized in producing spring. Due to the need of business development in the near future, it is necessary to further introduce technical talents. However, the problem of recruitment and retention in practice has become a serious obstacle to the development of the company and a solution is urgently needed. In view of the problem of how to recruit and select excellent talents with advanced technology and how to realize their matching, this paper first summarizes the theory and results of recruitment of skilled employees at home and abroad. The competency model and the theory of strategic human resource management are selected as the theoretical basis. Secondly, combining with the background of JW company, this paper analyzes the current situation of recruitment and management of technical staff in the company, and finds out the problems of recruitment and brain drain and their causes. Finally, by comparing the differences between the outstanding technical employees with high performance and the general technical employees, this paper explores the establishment of a competency model for the technical employees of JW Company, and on this basis, establishes a new recruitment method for JW Company. Salary management system, and cultivate the excellent culture of the company to meet the needs of business and strategic development. After many aspects of analysis and practice, this paper draws the following conclusions: the core competence of JW technical staff includes team cooperation, innovation ability, planning and execution ability, analysis and problem solving ability. Achievement orientation, customer Service orientation, Conceptual thinking, focus on quality and procedure, Information seeking ability; Enterprise managers must pay attention to the importance of Scientific Management, in addition to the introduction of Advanced Technology, Scientific salary management and excellent corporate culture are the two magic weapons for modern enterprises to attract and retain talents.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.8

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本文編號(hào)：2160891