【摘要】：隨著經(jīng)濟(jì)全球化和知識經(jīng)濟(jì)的到來，人力資源越來越發(fā)揮出其特有的作用，已經(jīng)成為企業(yè)的核心競爭力和核心資源。對于企業(yè)而言，人力資源管理水平的高低決定了企業(yè)市場競爭力的強(qiáng)弱，企業(yè)若要提升整體競爭能力，就必須構(gòu)筑其人力資源的競爭優(yōu)勢。當(dāng)下，獲得持續(xù)發(fā)展力的眾多企業(yè)，得益于把人力資源管理提升到戰(zhàn)略層面高度。因此，如何將戰(zhàn)略人力資源管理與企業(yè)的戰(zhàn)略發(fā)展相匹配，實(shí)現(xiàn)企業(yè)戰(zhàn)略的目標(biāo)，，推動(dòng)企業(yè)的發(fā)展，是當(dāng)前企業(yè)亟需要關(guān)注并解決的問題。 本文的研究目的旨在提出寧波港要在企業(yè)戰(zhàn)略的高度上研究戰(zhàn)略人力資源管理發(fā)展方向，不能忽視占總?cè)藬?shù)三分之二的勞務(wù)派遣工隊(duì)伍，要主動(dòng)調(diào)動(dòng)員工積極性，充分發(fā)揮戰(zhàn)略人力資源的優(yōu)勢，實(shí)現(xiàn)人力資源的價(jià)值，提高企業(yè)的核心力和競爭力。本文對戰(zhàn)略人力資源管理進(jìn)行了理論研究，在傳統(tǒng)的人事管理、現(xiàn)代的人力資源管理到戰(zhàn)略人力資源管理的發(fā)展過程中，在人力資本理論、行為理論、資源基礎(chǔ)理論的基礎(chǔ)上進(jìn)行闡述，指出戰(zhàn)略人力資源管理是今后發(fā)展的方向。介紹了寧波港的基本情況，分析了寧波港勞務(wù)派遣工的人力資源管理的實(shí)際情況，提出現(xiàn)有的勞務(wù)派遣工制度在戰(zhàn)略人力資源管理上的存在的問題與不足。同時(shí)，運(yùn)用SWOT分析法對寧波港的發(fā)展戰(zhàn)略進(jìn)行分析，提出了未來幾年寧波港面臨的機(jī)遇和挑戰(zhàn)并存。利用PEST分析法和波特五力模型分析了寧波港勞務(wù)派遣工的戰(zhàn)略人力資源管理的現(xiàn)狀，針對勞務(wù)派遣模式中勞務(wù)派遣工存在的人員流失嚴(yán)重、集體歸屬感差、同工不同酬、發(fā)展空間小、文化生活少等五個(gè)問題，以及勞務(wù)派遣企業(yè)在戰(zhàn)略人力資源管理中存在著企業(yè)對其重要性認(rèn)識不足、缺乏人力資源管理理念和完善的管理體系、企業(yè)缺乏有效的培訓(xùn)和人才開發(fā)體系、缺乏有效的培訓(xùn)和人才開發(fā)體系、缺乏科學(xué)的考評體系和激勵(lì)手段等四個(gè)問題，提出了五個(gè)對策措施：打造戰(zhàn)略人力資源管理理念，提升管理戰(zhàn)略高度；樹立以人為本理念，獲取企業(yè)持續(xù)競爭優(yōu)勢；建立戰(zhàn)略合作伙伴，發(fā)揮戰(zhàn)略人力資源核心職能作用；創(chuàng)新網(wǎng)絡(luò)信息技術(shù)，建立E-HR信息化資源庫；建設(shè)優(yōu)秀企業(yè)文化，提高戰(zhàn)略人力資源管理的核心競爭力。最后，研究得出現(xiàn)有的寧波港勞務(wù)派遣工應(yīng)納入到企業(yè)的戰(zhàn)略人力資源管理體系中，用工規(guī)模將面臨著新一輪的洗牌整合，用工模式將作出戰(zhàn)略性結(jié)構(gòu)調(diào)整。
[Abstract]:With the advent of economic globalization and knowledge economy, human resources play a more and more special role, and have become the core competitiveness and core resources of enterprises. For enterprises, the level of human resources management determines the strength of the competitiveness of the market. If enterprises want to enhance the overall competitiveness, they must build their human resources competitive advantage. At present, many enterprises with sustainable development power benefit from the promotion of human resource management to a strategic level. Therefore, how to match the strategic human resource management with the strategic development of the enterprise, realize the goal of the enterprise strategy and promote the development of the enterprise, is the problem that the enterprise should pay close attention to and solve. The purpose of this paper is to put forward that Ningbo Port should study the development direction of strategic human resource management in the height of enterprise strategy, should not ignore the total number of 2/3 labor dispatch workers, and actively mobilize the enthusiasm of employees. Give full play to the advantages of strategic human resources, realize the value of human resources, improve the core force and competitiveness of enterprises. This paper has carried on the theoretical research to the strategic human resource management, in the traditional personnel management, the modern human resources management to the strategic human resources management development process, in the human capital theory, the behavior theory, On the basis of resource-based theory, it is pointed out that strategic human resource management is the direction of development in the future. This paper introduces the basic situation of Ningbo Port, analyzes on the actual situation of human resource management of labor dispatch workers in Ningbo Port, and points out the problems and shortcomings of the existing labor dispatch system in strategic human resource management. At the same time, the development strategy of Ningbo Port is analyzed by SWOT analysis method, and the opportunities and challenges facing Ningbo Port in the next few years are put forward. This paper analyzes the present situation of strategic human resource management of labor dispatch workers in Ningbo port by using PEST analysis method and Porter's five-force model, aiming at the serious staff loss, poor collective sense of belonging and different pay for equal work in the mode of labor dispatch. There are five problems, such as small space for development, less cultural life, etc., as well as the lack of understanding of the importance of labor dispatch enterprises in strategic human resource management, the lack of human resource management concept and perfect management system. The enterprise lacks the effective training and talent development system, lacks the scientific appraisal system and the incentive means, and puts forward five countermeasures: to create the strategic human resources management concept, Enhance the height of management strategy; establish people-oriented concept to obtain sustainable competitive advantage of enterprises; establish strategic partners to play the core role of strategic human resources; innovate network information technology, establish E-HR information resource bank; Build excellent corporate culture and improve the core competitiveness of strategic human resources management. Finally, it is concluded that the existing labor dispatch of Ningbo Port should be incorporated into the strategic human resource management system of enterprises, and the scale of employment will face a new round of reshuffle and integration, and the mode of employment will be strategically adjusted.
【學(xué)位授予單位】：寧波大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F249.27

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