【摘要】：人才競爭是企業(yè)競爭的重要組成部分,企業(yè)核心競爭力的優(yōu)勢依靠高素質(zhì)的人才,然而人才梯隊(duì)建設(shè)是企業(yè)未來發(fā)展的推動力,在激烈的市場環(huán)境下,企業(yè)可以控制的獨(dú)特資源是其可持續(xù)發(fā)展的保證。目前,人力資源是企業(yè)可持續(xù)發(fā)展的關(guān)鍵,同時(shí)也是增強(qiáng)企業(yè)核心競爭力的優(yōu)勢所在。這對企業(yè)提出了更高的要求,需要根據(jù)不同層次、類別、經(jīng)驗(yàn)、年齡的人才,對企業(yè)所實(shí)行的戰(zhàn)略發(fā)展規(guī)劃,進(jìn)行有效地調(diào)整,構(gòu)建結(jié)構(gòu)合理的人才梯隊(duì),滿足企業(yè)發(fā)展對人才的需求,保持企業(yè)人力資源的活力,促進(jìn)企業(yè)的可持續(xù)發(fā)展,進(jìn)而實(shí)現(xiàn)企業(yè)戰(zhàn)略目標(biāo)。本文通過結(jié)合國內(nèi)外關(guān)于人才梯隊(duì)建設(shè)的理論,形成物業(yè)行業(yè)人才梯隊(duì)建設(shè)理論,運(yùn)用定量分析和定性分析相結(jié)合的方法對ZD公司人才梯隊(duì)建設(shè)進(jìn)行研究,對ZD公司人才梯隊(duì)建設(shè)的背景、目的、意義、內(nèi)容、方法和創(chuàng)新點(diǎn)進(jìn)行敘述;分析ZD公司人才梯隊(duì)建設(shè)現(xiàn)狀,設(shè)計(jì)ZD公司人才梯隊(duì)建設(shè)策略,指出ZD公司人才梯隊(duì)建設(shè)管理策略。ZD公司人才培養(yǎng)與梯隊(duì)建設(shè)的研究是在管理實(shí)踐的基礎(chǔ)上進(jìn)行的,同時(shí)也是一個(gè)驗(yàn)證性研究,并且實(shí)際運(yùn)用到ZD公司人才梯隊(duì)建設(shè)中去。通過對ZD公司人才梯隊(duì)建設(shè)方案和實(shí)施的研究與分析,對整個(gè)同類型的物業(yè)管理企業(yè)成長階段人才梯隊(duì)建設(shè)實(shí)踐具有重大的現(xiàn)實(shí)意義,在一定范圍的實(shí)踐活動中具有通用性,填補(bǔ)了行業(yè)空白。本文通過敘述ZD公司搭建企業(yè)人才梯隊(duì)的方法,為員工提供了一個(gè)公平合理、競爭有序的平臺,激發(fā)各個(gè)層級人員的工作積極性和工作熱情,并通過相應(yīng)的培訓(xùn)和教育,提升管理能力和素質(zhì),最大的發(fā)揮個(gè)人能力,從而保障整個(gè)同行業(yè)企業(yè)健康可持續(xù)發(fā)展,為社會做出自己應(yīng)有的貢獻(xiàn)。
[Abstract]:Talent competition is an important part of enterprise competition. The advantage of enterprise core competence depends on high-quality talents. However, talent echelon construction is the driving force for the future development of enterprises, in the fierce market environment, The unique resources that enterprises can control are the guarantee of their sustainable development. At present, human resources is the key to the sustainable development of enterprises, but also the advantages of enhancing the core competitiveness of enterprises. This puts forward higher requirements for enterprises. It is necessary to effectively adjust the strategic development plans of enterprises according to different levels, categories, experiences, and ages of talents, and to build up a talent echelon with a reasonable structure. To meet the needs of human resources in the development of enterprises, to maintain the vitality of human resources, to promote the sustainable development of enterprises, and to achieve the strategic objectives of enterprises. This paper combines the theory of talent echelon construction at home and abroad, forms the theory of talent echelon construction in property industry, and studies the talent echelon construction of ZD company by combining quantitative analysis and qualitative analysis. The background, purpose, significance, content, method and innovation of talent echelon construction in ZD Company are described, and the present situation of talent echelon construction in ZD Company is analyzed, and the construction strategy of talent echelon in ZD Company is designed. It is pointed out that the research on talent cultivation and echelon construction of ZD Company is based on the management practice, and is also a confirmatory study, which is applied to the construction of talent echelon in ZD Company. Through the research and analysis of ZD company's talent echelon construction scheme and implementation, it is of great practical significance for the same type of property management enterprise to build talent echelon construction practice in the growth stage, and it is universal in a certain range of practical activities. Fill the gap in the industry. This paper describes the method of ZD company to set up enterprise talent echelon, which provides a fair and reasonable platform for employees to compete in an orderly way, arouses the enthusiasm and enthusiasm of personnel at all levels, and through the corresponding training and education. Improve the management ability and quality, maximize the individual ability, so as to ensure the healthy and sustainable development of the whole industry enterprises, and make their own contribution to the society.
【學(xué)位授予單位】：北方工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F719

【參考文獻(xiàn)】

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本文編號：2192964