發(fā)布時間：2018-02-27 00:09

  本文關鍵詞： 國有企業(yè) 人力資源配置 人力資源規(guī)模 人力資源結構 人力資源管理　出處：《福州大學》2014年碩士論文　論文類型：學位論文

【摘要】：人力資源是企業(yè)最重要、最寶貴的資源,被譽為企業(yè)的第一資源,而人力資源配置則是企業(yè)開展人力資源活動的基礎。我國國有企業(yè)是國民經濟的重要組成部分,對國家社會、經濟等方方面面具有舉足輕重的影響。當前,國有企業(yè)面臨著嚴峻的國內外競爭,在人力資源方面主要表現(xiàn)為,高素質人才外流現(xiàn)象嚴重、人力資源效能低下等,研究人力資源的有效配置對解決這些問題具有重要的意義。本論文基于人力資源相關理論基礎,對我國國有企業(yè)人力資源規(guī)模、結構的配置進行比較深入和系統(tǒng)的分析研究,希望能有助于提高國有企業(yè)人力資源開發(fā)管理水平,進而提高企業(yè)的競爭力。首先,論文對人力資源配置的內涵進行了分析,對人力資源需求理論、激勵理論、人力資源規(guī)模預測原理、人力資源結構配置原理等論文涉及的理論基礎、原理進行了歸納和整理,并分析了國有企業(yè)人力資源有效配置的目標,以及環(huán)境和政策、組織與管理等影響國有企業(yè)人力資源有效配置的因素。其次,論文從人力資源規(guī)模預測和結構配置兩個方面分析人力資源配置的具體方法。在規(guī)模預測方面,運用了多元線性回歸模型、GM模型、柯布—道格拉斯生產函數(shù)、組合分析模型等模型,并分析了各模型的優(yōu)缺點。在結構配置方面,先明確了進行結構配置需要掌握的原則,再分別從年齡、學歷、專業(yè)、能力等方面給出配置的具體對策。第三,論文分析了人力資源配置的應用原則,應用的主要內容以及必要的保障措施、檢測與修正機制等,建立專業(yè)化、科學化的人力資源配置應用辦法,從而確保能最大限度發(fā)揮出人力資源的效能。第四,論文以F市屬國有企業(yè)J企業(yè)作為典型例證,選取其2008-2012年有關數(shù)據(jù),詳細分析國有企業(yè)人力資源規(guī)模預測和結構配置的過程,增強了論文的實用性和可操作性,也使論文的研究內容更具有可資借鑒的參考價值。總之,本論文的四個部分緊密相關、逐層深入,既有理論分析又結合實際、既有定性研究也有定量分析,在理論和實踐上均有一定的意義,將有助于我國國有企業(yè)提高人力資源配置水平,發(fā)揮人力資源的最大效能。
[Abstract]:The human resource is the most important and precious resource of the enterprise, which is called the first resource of the enterprise, and the human resource allocation is the foundation of the enterprise to carry out the human resource activity. The state-owned enterprise of our country is an important part of the national economy, to the national society, At present, state-owned enterprises are facing severe competition at home and abroad. In terms of human resources, the phenomenon of high-quality brain drain is serious, and the efficiency of human resources is low, etc. It is of great significance to study the effective allocation of human resources to solve these problems. Based on the theoretical basis of human resources, this paper makes a deep and systematic analysis and research on the scale and structure of human resources in state-owned enterprises in China. It is hoped that it can help to improve the level of human resources development and management in state-owned enterprises, and then improve the competitiveness of enterprises. Firstly, the paper analyzes the connotation of human resource allocation, and analyzes the theory of human resource demand and incentive theory. The theoretical basis and principle of human resource scale prediction, human resource structure allocation and so on are summarized and sorted out, and the goal of effective human resources allocation in state-owned enterprises, as well as the environment and policy, are analyzed. Secondly, the paper analyzes the specific methods of human resource allocation from two aspects of human resource scale prediction and structure allocation. In the aspect of scale prediction, the paper analyzes the factors that affect the effective allocation of human resources in state-owned enterprises. The multivariate linear regression model such as GM model, Cobb-Douglas production function, combination analysis model and so on are used, and the advantages and disadvantages of each model are analyzed. Third, the paper analyzes the application principles of human resources allocation, the main contents of the application and the necessary safeguards, detection and correction mechanism, and so on, and then gives the specific countermeasures from the aspects of age, education, specialty, ability and so on, third, the paper analyzes the application principle, the main content of the application and the necessary safeguard measures, and so on. To establish a specialized and scientific application method of human resources allocation, so as to ensure that the efficiency of human resources can be maximized. 4th. This paper takes J enterprise, a municipal state-owned enterprise, as a typical example, and selects the relevant data from 2008 to 2012. The detailed analysis of the process of human resource scale prediction and structure allocation in state-owned enterprises enhances the practicability and maneuverability of the thesis, and makes the research content of the paper more valuable for reference. The four parts of this paper are closely related, layer by layer, both theoretical analysis and practice, both qualitative research and quantitative analysis, both in theory and practice have a certain significance. It will help our state-owned enterprises to improve the level of human resources allocation and bring the maximum efficiency of human resources into full play.
【學位授予單位】：福州大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F299.233.4
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本文編號：1540270