S公司職位管理研究
發(fā)布時間：2019-01-23 15:50
【摘要】：職位管理在人力資源管理界一直享有“人力資源管理基石”的美譽(yù),是其他人力資源管理活動。它為人員招聘選拔、薪酬管理、績效考核、培訓(xùn)與開發(fā)、員工職業(yè)生涯發(fā)展等提供基礎(chǔ)和支持,并潤物無聲,滲透在人力資源管理的各個角落中。一個公司的管理水平依賴于對人力資源的管理水平,而對人力資源的管理水平,則取決于對職位管理的水平。因此,如何建立一套適合企業(yè)自身的職位管理體系成為企業(yè)提高經(jīng)營管理水平,獲取核心競爭力的必修的、重要的課題之一。一個企業(yè)的職位管理體系關(guān)系著企業(yè)有效吸引人才、最大化激勵員工、針對性培養(yǎng)后備人才梯隊(duì)等方方面面的人才管理問題,關(guān)注企業(yè)的可持續(xù)發(fā)展力,就必須從關(guān)注職位管理開始著手。因此,職位管理作為人力資源活動的基礎(chǔ),就應(yīng)該在企業(yè)中根基穩(wěn)固,功底深厚,為推動企業(yè)實(shí)現(xiàn)經(jīng)營目標(biāo)有所貢獻(xiàn)。本論文以集體制企業(yè)改制的民營制藥企業(yè)S公司為研究對象,介紹了S公司的背景資料、發(fā)展歷程及其在發(fā)展過程中遇到的職位管理問題。再用職位分析的基本方法,結(jié)合S公司的企業(yè)管理文化和人力資源管理特點(diǎn),分析S公司的職位管理中職級混亂、職等不清晰、晉升通道模糊、崗位增減隨意、任職資格缺失等問題產(chǎn)生的原因,并嘗試用訪談法、工作日志法、文獻(xiàn)法等科學(xué)的職位分析方法對S公司的職位重新進(jìn)行梳理,并結(jié)合科學(xué)的職位評價方法對職位價值進(jìn)行評價,從而設(shè)計(jì)并建立適合S公司的新職位體系,從而調(diào)動員工積極性,進(jìn)一步夯實(shí)S公司人力資源管理基礎(chǔ),解決阻礙S公司快速發(fā)展中遇到的人力資源管理瓶頸,使S公司的人力資源管理效能得以最大限度發(fā)揮。本研究報(bào)告共分六章,第一章緒論介紹作者選題的背景和意義。第二章闡述職位管理相關(guān)的方法和理論。第三章分享S公司的背景資料。第四章介紹了本文的研究對象S公司職位管理中的問題,及對這些問題的原因分析。第五章重點(diǎn)介紹如何運(yùn)用科學(xué)的職位分析方法和職位評價方法對S公司遇到的職位問題進(jìn)行改進(jìn),重新設(shè)計(jì)S公司職位管理體系。第六章對研究成果做了總結(jié)和展望。
[Abstract]:Position management in the field of human resources management has been known as the "cornerstone of human resources management", is other human resources management activities. It provides foundation and support for personnel recruitment and selection, compensation management, performance appraisal, training and development, staff career development, etc. The management level of a company depends on the level of management of human resources, while the level of management of human resources depends on the level of position management. Therefore, how to set up a suitable position management system for enterprises becomes one of the compulsory and important topics for enterprises to improve their management level and obtain core competitiveness. The position management system of an enterprise is related to the talent management problems in many aspects, such as attracting talents, maximizing the motivation of employees, cultivating the echelon of reserve talents, and paying close attention to the sustainable development of enterprises. You must start by focusing on position management. Therefore, as the basis of human resource activities, position management should have a solid foundation in the enterprise, and contribute to the realization of business objectives. This paper takes S Company, a privately-run pharmaceutical company, as the research object, introduces the background information, the development course and the position management problems encountered in the course of the development. With the basic method of position analysis and the characteristics of enterprise management culture and human resource management of S Company, the paper analyzes the disordered rank, unclear grade, vague path of promotion and random increase or decrease of position in S Company. The reasons of the lack of qualifications, and try to use interviews, job log, literature and other scientific position analysis methods to re-comb the position of S company. Combined with the scientific evaluation method of position evaluation, this paper designs and establishes a new position system suitable for S Company, thus arousing the enthusiasm of employees and further strengthening the foundation of human resource management in S Company. In order to solve the bottleneck of human resource management which hinders S company's rapid development, the efficiency of S company's human resource management can be maximized. This research report is divided into six chapters. The first chapter introduces the background and significance of the author's selected topic. The second chapter describes the relevant methods and theories of position management. The third chapter shares the background information of S Company. The fourth chapter introduces the research object of this paper, S company position management problems, as well as the causes of these problems. The fifth chapter mainly introduces how to use scientific position analysis method and position evaluation method to improve the position problems encountered by S Company and redesign the position management system of S Company. Chapter six summarizes and prospects the research results.
【學(xué)位授予單位】：南京大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.72
本文編號：2413961
[Abstract]:Position management in the field of human resources management has been known as the "cornerstone of human resources management", is other human resources management activities. It provides foundation and support for personnel recruitment and selection, compensation management, performance appraisal, training and development, staff career development, etc. The management level of a company depends on the level of management of human resources, while the level of management of human resources depends on the level of position management. Therefore, how to set up a suitable position management system for enterprises becomes one of the compulsory and important topics for enterprises to improve their management level and obtain core competitiveness. The position management system of an enterprise is related to the talent management problems in many aspects, such as attracting talents, maximizing the motivation of employees, cultivating the echelon of reserve talents, and paying close attention to the sustainable development of enterprises. You must start by focusing on position management. Therefore, as the basis of human resource activities, position management should have a solid foundation in the enterprise, and contribute to the realization of business objectives. This paper takes S Company, a privately-run pharmaceutical company, as the research object, introduces the background information, the development course and the position management problems encountered in the course of the development. With the basic method of position analysis and the characteristics of enterprise management culture and human resource management of S Company, the paper analyzes the disordered rank, unclear grade, vague path of promotion and random increase or decrease of position in S Company. The reasons of the lack of qualifications, and try to use interviews, job log, literature and other scientific position analysis methods to re-comb the position of S company. Combined with the scientific evaluation method of position evaluation, this paper designs and establishes a new position system suitable for S Company, thus arousing the enthusiasm of employees and further strengthening the foundation of human resource management in S Company. In order to solve the bottleneck of human resource management which hinders S company's rapid development, the efficiency of S company's human resource management can be maximized. This research report is divided into six chapters. The first chapter introduces the background and significance of the author's selected topic. The second chapter describes the relevant methods and theories of position management. The third chapter shares the background information of S Company. The fourth chapter introduces the research object of this paper, S company position management problems, as well as the causes of these problems. The fifth chapter mainly introduces how to use scientific position analysis method and position evaluation method to improve the position problems encountered by S Company and redesign the position management system of S Company. Chapter six summarizes and prospects the research results.
【學(xué)位授予單位】：南京大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.72
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1 王可煒;中醫(yī)藥從業(yè)者科學(xué)素養(yǎng)評價模型的構(gòu)建及測評[D];南方醫(yī)科大學(xué);2012年
相關(guān)碩士學(xué)位論文 前1條
1 周訓(xùn)偉;D公司薪酬管理問題及改進(jìn)研究[D];上海交通大學(xué);2011年
，本文編號：2413961
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