【摘要】：礦產(chǎn)資源加劇開采,引發(fā)出企業(yè)勞動生產(chǎn)力不足、經(jīng)濟效益低下、資源浪費等問題。本研究通過員工崗位整體最滿意匹配,一方面保證員工各盡所能,提高企業(yè)的勞動生產(chǎn)力和經(jīng)濟效益,另一方面間接改善企業(yè)生產(chǎn)過程中因員工勝任力不足而引發(fā)的不良影響。主要的研究內(nèi)容有:(1)對員工崗位匹配理論系統(tǒng)分析。根據(jù)已有員工崗位匹配的理論研究基礎(chǔ),結(jié)合礦企特殊環(huán)境下系統(tǒng)分析,探索員工在特殊環(huán)境下所做決策的依據(jù),形成一個適合于礦山企業(yè)員工崗位匹配的理論體系,為礦山企業(yè)員工崗位匹配模型構(gòu)建打下堅實的理論基礎(chǔ)。(2)提出了礦山企業(yè)員工崗位匹配影響指標體系。通過對礦山企業(yè)崗位和員工的特點分析,運用系統(tǒng)分析法全面、整體分析研究,設(shè)計出員工需求指標和崗位需求指標;采用KMO和Bartlett檢驗方法,檢驗崗位需求指標是否能夠進行因子分析;運用信度和效度分析方法,驗證了的崗位需求指標的可靠性。(3)構(gòu)建了員工崗位匹配模型。深入考慮員工崗位匹配時面臨的關(guān)鍵問題,對照現(xiàn)實中員工崗位匹配場景,構(gòu)建員工崗位匹配模型;利用員工勝任指標符合正態(tài)分布規(guī)律,合理定義崗位需求指標的勝任標準;運用Jaccard相似度定義員工崗位匹配滿意度,解決員工崗位匹配指標維度不一的問題;采用0-1規(guī)劃構(gòu)建了員工崗位匹配模型。(4)對Z礦山企業(yè)員工崗位匹配進行了深入研究和探討�？傮w研究成果表明,所構(gòu)建的員工崗位匹配模型有效的解決了Z礦企的員工崗位匹配問題,這在一定程度上豐富了礦山員工崗位匹配的理論研究,對于特殊工作環(huán)境中研究員工崗位匹配具有一定的借鑒意義;把礦企中合適的員工安排到合適的崗位上,實現(xiàn)“人盡其能”,這對提高企業(yè)的生產(chǎn)效率和經(jīng)濟效益具有一定的應(yīng)用價值。
[Abstract]:The exploitation of mineral resources leads to the shortage of labor productivity, the low economic benefit, the waste of resources and so on. Through the most satisfactory matching of employees' positions, on the one hand, we can ensure that employees do their best to improve the labor productivity and economic benefits of enterprises, on the other hand, indirectly improve the adverse effects caused by the lack of staff competence in the production process of enterprises. The main research contents are as follows: (1) systematic analysis of position matching theory. According to the theoretical research foundation of post matching of existing employees, combined with systematic analysis under the special environment of mining enterprises, this paper explores the basis of decision-making made by employees under special circumstances, and forms a theoretical system suitable for the post matching of employees in mining enterprises. It lays a solid theoretical foundation for the construction of post matching model in mining enterprises. (2) the influence index system of post matching in mining enterprises is put forward. By analyzing the characteristics of the positions and employees in mining enterprises, using the systematic analysis method and the overall analysis and research, the author designs the staff demand index and the post demand index, and adopts the KMO and Bartlett test methods, The reliability of the post demand index is verified by using reliability and validity analysis method. (3) the post matching model is constructed. Considering the key problems of employee post matching, constructing the model of employee post matching, using the staff competency index to accord with the normal distribution law, and defining the competency standard of post demand index reasonably, comparing with the actual scene of employee post matching, and constructing the model of employee post matching, making use of employee competency index to accord with normal distribution law. The Jaccard similarity is used to define the satisfaction degree of employee post matching, to solve the problem of different dimensionality of employee post matching index; to construct the model of employee post matching by using 0-1 programming. (4) to deeply study and discuss the post matching of employees in Z mine enterprise. The overall research results show that the model of employee post matching effectively solves the problem of post matching in Z mine, which enriches the theoretical research of post matching in mine to a certain extent. It is useful to study the matching of employees in the special working environment, and to arrange the right employees in the mining enterprises to the right positions to realize "people do their best", This has certain application value to improve the production efficiency and economic benefit of the enterprise.
【學(xué)位授予單位】：西安建筑科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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