S航空公司飛行員管理與開發(fā)策略研究
發(fā)布時(shí)間：2018-08-06 20:44
【摘要】：航空公司的產(chǎn)出是實(shí)現(xiàn)人或者貨物的空間位移。在這一生產(chǎn)過程中,飛行人員扮演著非常重要的角色。他們不僅直接擔(dān)負(fù)著旅客和貨物的安全,更是航空公司形象和信譽(yù)的代表,為企業(yè)創(chuàng)造的價(jià)值也是最大的。而培養(yǎng)和獲取優(yōu)秀飛行員需要大量的時(shí)間和金錢,使得飛行人力的替代成本非常高。這些因素使得飛行人員成為航空公司發(fā)展的核心資源,是其人力資源中的核心人力資源。 本文以S航空公司作為案例,研究新體制下的S航空公司飛行員管理與開發(fā)問題。通過對(duì)S航空公司飛行員管理與開發(fā)現(xiàn)狀的分析,研究如何通過合理的方法,提高公司飛行員管理與開發(fā)能力,提高飛行員工作積極性,穩(wěn)定飛行隊(duì)伍,降低勞動(dòng)力成本,提高工作滿意度,同時(shí),通過合理的人力資源開發(fā)機(jī)制,提升現(xiàn)有飛行員的素質(zhì),延長他們的職業(yè)生涯,推動(dòng)S航空公司飛行員管理能力的向國際一流航空公司邁進(jìn),通過將公司對(duì)飛行員的管理與開發(fā)工作提升到公司戰(zhàn)略高度,實(shí)現(xiàn)S航空公司的跨越式發(fā)展。 本文以實(shí)證分析為主,以理論分析作為支持,對(duì)S公司的飛行員整體情況作了充分的調(diào)研,在充分分析與科學(xué)論證的基礎(chǔ)上,得出了以下結(jié)論：S航空公司可以通過人員配置、薪酬體系、保障體系、溝通機(jī)制、文化建設(shè)等方面的提升,增強(qiáng)對(duì)飛行員的管理能力,通過有效的培訓(xùn)機(jī)制、職業(yè)生涯規(guī)劃,提升現(xiàn)有飛行員能力、發(fā)掘現(xiàn)有飛行員潛能,提高企業(yè)對(duì)于現(xiàn)有飛行人員的合理利用的能力。 核心人力資源(Core Human Resources)是指在公司價(jià)值創(chuàng)造和競(jìng)爭(zhēng)優(yōu)勢(shì)形成過程中起到關(guān)鍵性作用的人員。飛行員的工作屬于高風(fēng)險(xiǎn)、高技能、高收入的職業(yè),與之相對(duì)應(yīng)的是對(duì)于飛行員的培訓(xùn)需要高額的投入。目前,民航界普遍把飛行員視為一個(gè)航空公司的核心資源。民航進(jìn)入高速發(fā)展期以來,飛行員“跳槽”、“罷飛”、“返航”等相關(guān)事件經(jīng)常見諸報(bào)端,整個(gè)社會(huì)對(duì)飛行員的職業(yè)性質(zhì)以及流動(dòng)問題的一直抱有很高的關(guān)注度。本文創(chuàng)新之處在于,將職業(yè)存在一定特殊性質(zhì)的航空公司飛行員作為研究對(duì)象,深入分析了飛行員作為航空公司核心人力資源的重要意義,希望通過對(duì)S航空公司的飛行員管理與開發(fā)的研究,找出提升飛行員管理與開發(fā)的策略和方法,供國內(nèi)同行業(yè)存在類似問題的航空公司所借鑒。
[Abstract]:The airline's output is to achieve the spatial displacement of people or goods. In this production process, the pilot plays a very important role. They not only bear the direct responsibility for passenger and cargo safety, but also represent the image and reputation of airlines, and create the greatest value for enterprises. It takes a lot of time and money to train and acquire good pilots, which makes the replacement cost of flight manpower very high. These factors make the flight personnel become the core resource of the airline development and the core human resource of its human resource. This paper takes S airline as an example to study the pilot management and development of S airline under the new system. By analyzing the current situation of pilot management and development in S Airlines, this paper studies how to improve the pilots' management and development ability, improve the pilots' enthusiasm, stabilize the flight team, and reduce the labor cost through reasonable methods. Improve job satisfaction, at the same time, through a reasonable human resources development mechanism, improve the quality of existing pilots, extend their career, promote S airline pilot management ability to international first-class airlines, By promoting the management and development of pilots to the strategic level of the company, we can realize the leapfrog development of S Airlines. Based on empirical analysis and theoretical analysis, this paper makes a full investigation on the overall situation of pilots in S Company. On the basis of full analysis and scientific argumentation, the following conclusions can be drawn: 1. Salary system, security system, communication mechanism, cultural construction and so on, enhance the management ability of pilots, through effective training mechanism, career planning, enhance the existing pilots' ability, explore the potential of existing pilots, Improve the enterprise's ability to use the existing flight personnel reasonably. The core human resource (Core Human Resources) is the person who plays a key role in the process of value creation and competitive advantage formation. A pilot's job is a high-risk, highly skilled, high-paying occupation, which requires high investment in pilot training. At present, the civil aviation industry generally regards pilots as the core resources of an airline. Since the civil aviation entered the period of rapid development, the pilots'"job-hopping", "strike", "return" and other related events often appear in the newspaper, the whole society has a high degree of attention to the pilot's professional nature and flow problem. The innovation of this paper lies in the fact that the pilots of airlines with certain special characteristics are taken as the research objects, and the significance of pilots as the core human resources of airlines is deeply analyzed. It is hoped that through the research on the pilot management and development of S Airlines, the strategies and methods of improving the pilot management and development will be found, which can be used for reference by domestic airlines with similar problems in the same industry.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F560.6
本文編號(hào)：2168934
[Abstract]:The airline's output is to achieve the spatial displacement of people or goods. In this production process, the pilot plays a very important role. They not only bear the direct responsibility for passenger and cargo safety, but also represent the image and reputation of airlines, and create the greatest value for enterprises. It takes a lot of time and money to train and acquire good pilots, which makes the replacement cost of flight manpower very high. These factors make the flight personnel become the core resource of the airline development and the core human resource of its human resource. This paper takes S airline as an example to study the pilot management and development of S airline under the new system. By analyzing the current situation of pilot management and development in S Airlines, this paper studies how to improve the pilots' management and development ability, improve the pilots' enthusiasm, stabilize the flight team, and reduce the labor cost through reasonable methods. Improve job satisfaction, at the same time, through a reasonable human resources development mechanism, improve the quality of existing pilots, extend their career, promote S airline pilot management ability to international first-class airlines, By promoting the management and development of pilots to the strategic level of the company, we can realize the leapfrog development of S Airlines. Based on empirical analysis and theoretical analysis, this paper makes a full investigation on the overall situation of pilots in S Company. On the basis of full analysis and scientific argumentation, the following conclusions can be drawn: 1. Salary system, security system, communication mechanism, cultural construction and so on, enhance the management ability of pilots, through effective training mechanism, career planning, enhance the existing pilots' ability, explore the potential of existing pilots, Improve the enterprise's ability to use the existing flight personnel reasonably. The core human resource (Core Human Resources) is the person who plays a key role in the process of value creation and competitive advantage formation. A pilot's job is a high-risk, highly skilled, high-paying occupation, which requires high investment in pilot training. At present, the civil aviation industry generally regards pilots as the core resources of an airline. Since the civil aviation entered the period of rapid development, the pilots'"job-hopping", "strike", "return" and other related events often appear in the newspaper, the whole society has a high degree of attention to the pilot's professional nature and flow problem. The innovation of this paper lies in the fact that the pilots of airlines with certain special characteristics are taken as the research objects, and the significance of pilots as the core human resources of airlines is deeply analyzed. It is hoped that through the research on the pilot management and development of S Airlines, the strategies and methods of improving the pilot management and development will be found, which can be used for reference by domestic airlines with similar problems in the same industry.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F560.6
【參考文獻(xiàn)】
相關(guān)期刊論文 前2條
1 李啟維;侯曉梅;;試論企業(yè)核心人力資源的有效管理[J];當(dāng)代經(jīng)濟(jì)(下半月);2006年09期
2 朱新艷;;國有航空公司飛行員流失的預(yù)警管理[J];武漢理工大學(xué)學(xué)報(bào)(信息與管理工程版);2006年09期
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