本文選題：核心競爭力　切入點(diǎn)：旅行社　出處：《沈陽工業(yè)大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

【摘要】：在日趨激烈的市場競爭中，旅游企業(yè)的發(fā)展對國民經(jīng)濟(jì)起著巨大的推動作用。旅行社作為旅游業(yè)的三大支柱中的龍頭，我們從旅行社的角度來看，企業(yè)的核心競爭力理論為我們分析旅行社的可持續(xù)發(fā)展提供了一個嶄新的平臺。在當(dāng)今知識經(jīng)濟(jì)的時代，旅行社的核心競爭力大多都體現(xiàn)在經(jīng)營管理水平和服務(wù)質(zhì)量的好壞上，而這些歸根結(jié)底是人力資源的競爭。因此，旅行社的發(fā)展將會越來越依賴于人力資源的開發(fā)管理和利用上。從整體上看，遼寧省旅游業(yè)正蓬勃發(fā)展，但是面對新經(jīng)濟(jì)時代的挑戰(zhàn)，尤其是旅行社行業(yè)在人力資源管理上沒有完善的管理機(jī)制，缺乏對人才的培養(yǎng)。很多旅行社還沒有對人力資源的重要性引起重視，對人力資源管理中員工的招聘與配置、員工培訓(xùn)、薪酬管理、績效考核等沒有科學(xué)合理的安排計(jì)劃，最終導(dǎo)致了旅行社產(chǎn)生人才流失的現(xiàn)象，進(jìn)而使得旅行社的經(jīng)營管理的經(jīng)濟(jì)效益變低，顧客對旅行社的服務(wù)滿意度下降。 根據(jù)以上背景，本文將以核心競爭力的理論分析入手，分析了人力資源管理對旅游企業(yè)核心競爭力的作用。之后通過大量的數(shù)據(jù)資料，分析了遼寧省旅行社人力資源管理的現(xiàn)狀，并且提出了遼寧省旅行社人力資源管理中存在的問題。然后指出了對遼寧省旅行社人力資源管理指標(biāo)體系的必要性，同時結(jié)合人力資源管理評價指標(biāo)體系的建立原則來建立遼寧省旅行社人力資源管理評價指標(biāo)體系，并運(yùn)用了模糊綜合評價方法對遼寧省旅行社人力資源管理進(jìn)行評價，并構(gòu)建了評價模型。最后，以遼寧省KH旅行社為例，對其人力資源管理評價模型進(jìn)行驗(yàn)證分析，，得出結(jié)論。本文對遼寧省旅行社人力資源管理進(jìn)行了評價研究，這為旅行社提供了人才的保證，進(jìn)而提高旅行社的人力資源的整體素質(zhì)，支撐和保障了旅行社的可持續(xù)發(fā)展，以真正實(shí)現(xiàn)提升旅行社核心競爭力的目的。
[Abstract]:In the increasingly fierce market competition, the development of tourism enterprises plays a huge role in promoting the national economy. As the leading of the three pillars of tourism, from the perspective of travel agencies, The core competence theory of enterprises provides a new platform for us to analyze the sustainable development of travel agencies. In the era of knowledge economy, the core competitiveness of travel agencies is mostly reflected in the level of management and quality of service. These are, in the final analysis, the competition of human resources. Therefore, the development of travel agencies will depend more and more on the development, management and utilization of human resources. On the whole, the tourism industry in Liaoning Province is booming. However, in the face of the challenges of the new economic era, especially in the travel agency industry, there is no perfect management mechanism in human resource management, and there is a lack of talent training. Many travel agencies have not paid attention to the importance of human resources. There is no scientific and reasonable arrangement plan for the recruitment and configuration of staff, staff training, salary management, performance appraisal and so on in human resource management, which eventually leads to the phenomenon of brain drain in travel agencies. Thus, the economic benefits of travel agency management become lower, and customer satisfaction with travel agency service decline. Based on the above background, this paper will start with the theoretical analysis of the core competitiveness, and analyze the role of human resource management on the core competitiveness of tourism enterprises. This paper analyzes the present situation of human resource management of travel agencies in Liaoning Province, and points out the problems existing in the human resource management of travel agencies in Liaoning Province, and then points out the necessity of the index system of human resources management of travel agencies in Liaoning Province. At the same time, the evaluation index system of Liaoning travel agency's human resource management is established according to the principles of establishing the evaluation index system of human resource management, and the fuzzy comprehensive evaluation method is used to evaluate the Liaoning travel agency's human resource management. Finally, take Liaoning KH Travel Agency as an example, verify and analyze its human resource management evaluation model, draw a conclusion. This provides the guarantee of talents for travel agencies, and then improves the overall quality of human resources of travel agencies, supports and guarantees the sustainable development of travel agencies, in order to truly achieve the purpose of enhancing the core competitiveness of travel agencies.
【學(xué)位授予單位】：沈陽工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F592.7

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 代福梅;;我國旅行社人力資源管理[J];邊疆經(jīng)濟(jì)與文化;2009年11期

2 肖來;;基于模糊數(shù)學(xué)的入境旅游服務(wù)質(zhì)量評價——以杭州市為例[J];邊疆經(jīng)濟(jì)與文化;2012年03期

3 夏彩云;朱冬;;中小企業(yè)核心競爭力研究——基于人力資源管理的思考[J];財(cái)會通訊;2012年03期

4 張明;論企業(yè)核心競爭力與企業(yè)人力資源開發(fā)[J];重慶職業(yè)技術(shù)學(xué)院學(xué)報;2004年03期

5 劉世錦,楊建龍;核心競爭力:企業(yè)重組中的一個新概念[J];中國工業(yè)經(jīng)濟(jì);1999年02期

6 蔣榮兵,李靜;提升企業(yè)核心競爭力的途徑[J];中國工商管理研究;2003年05期

7 范小靜;;淺析企業(yè)核心競爭力[J];甘肅農(nóng)業(yè);2006年05期

8 王紅衛(wèi);;旅行社人才流失現(xiàn)象與人力資源管理[J];河南師范大學(xué)學(xué)報(哲學(xué)社會科學(xué)版);2007年05期

9 王毅,陳勁,許慶瑞;企業(yè)核心能力:理論溯源與邏輯結(jié)構(gòu)剖析[J];管理科學(xué)學(xué)報;2000年03期

10 沈忠明,譚光華;企業(yè)核心競爭力與多元化經(jīng)營[J];經(jīng)濟(jì)師;2002年02期

本文編號：1612503