發(fā)布時間：2018-05-27 00:09

  本文選題：轉(zhuǎn)型 + 人力資源戰(zhàn)略規(guī)劃��； 參考：《首都經(jīng)濟貿(mào)易大學(xué)》2015年碩士論文

【摘要】：近年來迅猛發(fā)展的移動互聯(lián)網(wǎng),以對傳統(tǒng)企業(yè)“顛覆式發(fā)展”的理念在改造著消費者的偏好。為了更好的生存和發(fā)展,越來越多的企業(yè)或主動,或被迫的走向了戰(zhàn)略轉(zhuǎn)型之路。人力資源作為企業(yè)生產(chǎn)經(jīng)營活動中最具創(chuàng)造力的資源,一直以來都是企業(yè)能夠在激烈的市場競爭中得以發(fā)展壯大的重要因素。但是,當(dāng)企業(yè)面臨戰(zhàn)略轉(zhuǎn)型時,原有的人力資源就未必能夠完全適合于戰(zhàn)略轉(zhuǎn)型后的企業(yè)。因此,對于進行戰(zhàn)略轉(zhuǎn)型的企業(yè)而言,企業(yè)的經(jīng)營者在關(guān)心企業(yè)的人力資源如何能有效支撐轉(zhuǎn)型后的業(yè)務(wù)順利開展的同時,也關(guān)心如何將企業(yè)原有富余人力資源進行妥善安置,承擔(dān)好企業(yè)的社會責(zé)任。HY公司在外部環(huán)境和內(nèi)部因素的雙重影響下實施戰(zhàn)略轉(zhuǎn)型。作為企業(yè)的經(jīng)營者,雖然希望能夠?qū)⑵髽I(yè)現(xiàn)有的員工全部留用,但迫于新業(yè)務(wù)與原有業(yè)務(wù)差異導(dǎo)致部分員工面臨被重新安置的局面。這就要求通過有效的人力資源戰(zhàn)略規(guī)劃,來確保企業(yè)在轉(zhuǎn)型過程中實現(xiàn)人力資源的有效配置,從而實現(xiàn)轉(zhuǎn)型后的企業(yè)能夠正常運營。本文應(yīng)用人力資源戰(zhàn)略規(guī)劃的相關(guān)理論,分析HY公司的人力資源現(xiàn)狀,并根據(jù)轉(zhuǎn)型后的需要做出人力資源需求預(yù)測,最終通過轉(zhuǎn)型后的人力資源需求與現(xiàn)有的人力資源情況相適配,確定需要外部供給的人力資源情況。最后,通過制定合理的人力資源戰(zhàn)略規(guī)劃實施方案,確保企業(yè)人力資源的有效配置,同時也使得富余的人員實現(xiàn)妥善安置,從而確保了企業(yè)在轉(zhuǎn)型后能夠順利運營,實現(xiàn)了員工、企業(yè)和社會的三贏。
[Abstract]:In recent years, with the rapid development of mobile Internet, the concept of "subversive development" of traditional enterprises is transforming consumers' preferences. In order to survive and develop better, more and more enterprises have taken the initiative or forced to go to the road of strategic transformation. As the most creative resource in the enterprise production and operation, human resource has always been an important factor for the enterprise to develop in the fierce market competition. However, when the enterprise faces strategic transformation, the original human resources may not be fully suitable for the enterprise after the strategic transformation. Therefore, for the enterprises engaged in strategic transformation, the managers of the enterprises are concerned about how the human resources of the enterprises can effectively support the smooth development of the business after the transformation, and how to properly arrange the original surplus human resources of the enterprises at the same time. Bear the social responsibility of the enterprise. HY Company under the dual influence of external environment and internal factors to implement strategic transformation. As the operator of the enterprise, although it is hoped to retain all the existing employees in the enterprise, it is forced by the difference between the new business and the original business to make some employees face the situation of being resettled. This requires effective human resource strategic planning to ensure the effective allocation of human resources in the process of transformation, so as to realize the normal operation of the transformed enterprises. Based on the theory of human resource strategic planning, this paper analyzes the present situation of human resource in HY Company, and makes the forecast of human resource demand according to the need of transformation. Finally, through the transition of human resource demand and the existing human resources appropriate to determine the need for external supply of human resources. Finally, through the formulation of a reasonable human resources strategic planning implementation plan to ensure the effective allocation of human resources, but also to make the surplus personnel to achieve proper placement, thus ensuring the smooth operation of the enterprise after the transformation. Realized the staff, the enterprise and the society three wins.
【學(xué)位授予單位】：首都經(jīng)濟貿(mào)易大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F299.1

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本文編號：1939533