【摘要】：對傳統制造企業(yè)來說,有效獲得并留住人才是其在激烈競爭的全球市場以及國內不斷升級的產業(yè)結構下持續(xù)發(fā)展的動力和競爭優(yōu)勢來源。JW公司是專業(yè)生產彈簧的一家制造類企業(yè),因近期業(yè)務發(fā)展需要,需要進一步引進技術人才,但實際中的招聘難與留人難問題已經成為該公司發(fā)展的嚴重阻礙,急需解決辦法。 針對如何招聘甄選到擁有先進技術的優(yōu)秀人才以及如何實現他們的人職匹配這一問題,本文首先通過對國內外技術型員工的招聘理論與成果的歸納總結,選取勝任力素質模型與戰(zhàn)略人力資源管理理論作為理論基礎；其次,本文結合JW公司背景,分析公司的技術型員工招聘與管理現狀,找出招聘難與人才流失問題及其產生原因；最后,通過對比高績效的優(yōu)秀技術型員工與一般技術型員工在特質上的差距,探索建立JW公司技術型員工勝任力素質模型,并在此基礎上,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)務和戰(zhàn)略發(fā)展需要。 經過多方面分析與實踐,本文主要得出了以下結論： JW公司技術類員工的核心勝任力特征主要包括團隊合作、創(chuàng)新能力、計劃與執(zhí)行力、分析與解決問題能力、成就導向、客戶服務導向、概念式思維、關注質量與程序、信息尋求能力；企業(yè)管理者必須要重視科學管理法發(fā)的重要性,除了引進先進的技術之外,也要引進優(yōu)秀的管理人才；科學的薪酬管理和優(yōu)秀的企業(yè)文化是現代企業(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.
【學位授予單位】：廣西大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.8

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本文編號：2160892