漢龍公司外派服務(wù)團(tuán)隊(duì)員工管理方案優(yōu)化研究
發(fā)布時(shí)間：2018-08-23 10:26
【摘要】：漢龍公司在大數(shù)據(jù)技術(shù)廣泛應(yīng)用和高速發(fā)展的大背景下,以團(tuán)隊(duì)外派的形式投身于大數(shù)據(jù)應(yīng)用產(chǎn)業(yè)鏈前端的數(shù)據(jù)采集行業(yè)。作為數(shù)據(jù)采集的服務(wù)型企業(yè),漢龍公司這一主營(yíng)方向可以歸類為勞動(dòng)密集型業(yè)務(wù);對(duì)勞動(dòng)密集型項(xiàng)目的執(zhí)行團(tuán)隊(duì)而言,穩(wěn)定的員工隊(duì)伍是創(chuàng)造高效率、高質(zhì)量項(xiàng)目從而獲得最佳用戶滿意度的根本保障,也是項(xiàng)目獲得盈利的基礎(chǔ)。一般來(lái)講,員工隊(duì)伍的穩(wěn)定度主要取決于員工的滿足感、歸屬感和成就感。本文以提升漢龍公司外派服務(wù)團(tuán)隊(duì)員工滿意度為突破口,以漢龍公司外派服務(wù)團(tuán)隊(duì)員工管理方案為研究對(duì)象,從人力資源的視角,運(yùn)用調(diào)查、分析的方法,發(fā)現(xiàn)現(xiàn)行管理方案的問(wèn)題和不足,針對(duì)性地提出優(yōu)化建議,同時(shí)給出實(shí)施策略的參考。在明確以提升漢龍公司外派服務(wù)團(tuán)隊(duì)員工滿意度為目標(biāo)的前提下,本文深入研究了人力資源相關(guān)理論和國(guó)內(nèi)外有關(guān)人力資源管理研究的文獻(xiàn)資料,運(yùn)用調(diào)查法,對(duì)外派服務(wù)團(tuán)隊(duì)員工相關(guān)各方進(jìn)行調(diào)查,檢視漢龍公司外派服務(wù)團(tuán)隊(duì)員工管理方案現(xiàn)狀。通過(guò)分析,發(fā)現(xiàn)制度層面、管理運(yùn)行層面、考核和激勵(lì)層面以及與駐點(diǎn)單位協(xié)同管理方面存在問(wèn)題及其成因,確定了現(xiàn)行管理方案中亟待優(yōu)化的關(guān)鍵因素。建議管理制度要全面覆蓋項(xiàng)目運(yùn)行的主要方面,還要實(shí)現(xiàn)在項(xiàng)目關(guān)鍵控制點(diǎn)上的精準(zhǔn)聚焦;建議員工培訓(xùn)要短期的針對(duì)性培訓(xùn)和長(zhǎng)期的素質(zhì)提升培訓(xùn)相結(jié)合,實(shí)現(xiàn)培訓(xùn)的多元化、立體化覆蓋;建議激勵(lì)機(jī)制以員工層級(jí)制度為基礎(chǔ),引入差別計(jì)件、質(zhì)量積分、項(xiàng)目總體進(jìn)度相互作用的綜合薪資核算方式,輔以外部培訓(xùn)補(bǔ)貼、組織技術(shù)競(jìng)賽、核發(fā)轉(zhuǎn)崗補(bǔ)貼等,引導(dǎo)和激勵(lì)員工重質(zhì)量、重效率、爭(zhēng)當(dāng)優(yōu)秀、著眼長(zhǎng)遠(yuǎn)。本文還創(chuàng)新地提出了與駐點(diǎn)單位協(xié)同管理的優(yōu)化建議,在項(xiàng)目整個(gè)執(zhí)行過(guò)程中,將協(xié)同管理放在保障項(xiàng)目良好運(yùn)行最重要的位置來(lái)看待。雙方共同著眼各銜接工作流程、福利協(xié)調(diào)、后勤保障等方面的優(yōu)化,不僅能為漢龍公司帶來(lái)卓有成效的幫助,對(duì)于用戶單位亦是如此。通過(guò)對(duì)本文提出的外派服務(wù)團(tuán)隊(duì)員工管理方案優(yōu)化建議的實(shí)施,有望使?jié)h龍公司信息化數(shù)據(jù)采集項(xiàng)目在質(zhì)量和效率上不斷獲得提升,從而獲得用戶滿意度和盈利能力的提升。本文研究的是在復(fù)雜執(zhí)行環(huán)境下,規(guī)模較小、所需綜合執(zhí)行能力較強(qiáng)、反應(yīng)靈活的外派服務(wù)團(tuán)隊(duì)員工管理方案,對(duì)有相關(guān)屬性的外派服務(wù)團(tuán)隊(duì)的其它類似的公司也有一定的參考價(jià)值。
[Abstract]:Under the background of extensive application and rapid development of big data technology, Hanlong Company is engaged in the data acquisition industry of the front end of big data application industry chain in the form of team assignment. As a service enterprise for data collection, Hanlong can be classified as a labor-intensive business. For the execution team of labor-intensive projects, a stable workforce is to create high efficiency. High-quality projects to obtain the best user satisfaction is the fundamental guarantee of the project profit. Generally speaking, the stability of the staff depends on their satisfaction, sense of belonging and sense of achievement. This paper takes the improvement of the employee satisfaction of the outposted service team of Hanlong Company as the breakthrough point, taking the employee management scheme of the outposted service team of Hanlong Company as the research object, using the method of investigation and analysis from the perspective of human resources. This paper finds out the problems and shortcomings of the current management scheme, puts forward some suggestions for optimization, and gives the reference for the implementation strategy at the same time. On the premise of improving the satisfaction of the expatriate service team of Hanlong Company, this paper deeply studies the related theories of human resources and the literature about human resource management at home and abroad, and makes use of the investigation method. External service team staff related to the survey to review the Hanlong expatriate service team staff management program status. Through the analysis, we find the problems and their causes in the aspects of system level, management operation level, examination and incentive level and cooperative management with the unit at the station, and determine the key factors that need to be optimized in the current management scheme. It is suggested that the management system should comprehensively cover the main aspects of the project operation and realize the precise focus on the key control points of the project, and suggest that the staff training should be combined with short-term targeted training and long-term quality upgrading training. It is suggested that the incentive mechanism should be based on the employee hierarchy system, and introduce the comprehensive salary accounting method of the interaction of differential parts, quality integral and overall project schedule, supplemented by external training subsidies. Organize technical competition, issue transfer subsidies, guide and motivate employees to pay attention to quality, efficiency, strive for excellence, and focus on the long-term. This paper also innovatively puts forward the optimization suggestion of cooperative management with the unit at the stationary point. In the whole execution process of the project, the cooperative management is regarded as the most important position to ensure the good operation of the project. Both sides focus on the optimization of work flow, welfare coordination, logistics support and so on, which can not only bring effective help to Hanlong Company, but also for user units. Through the implementation of the staff management scheme of the expatriate service team, it is expected that the quality and efficiency of Hanlong company's information-based data acquisition project will be continuously improved, and thus the user satisfaction and profitability will be improved. In this paper, we study the staff management scheme of the outposted service team, which is small in scale, strong in comprehensive execution ability and flexible in response under the complex execution environment. Also has certain reference value to other similar companies which have the related attribute assignment service team.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F279.26
本文編號(hào)：2198793
[Abstract]:Under the background of extensive application and rapid development of big data technology, Hanlong Company is engaged in the data acquisition industry of the front end of big data application industry chain in the form of team assignment. As a service enterprise for data collection, Hanlong can be classified as a labor-intensive business. For the execution team of labor-intensive projects, a stable workforce is to create high efficiency. High-quality projects to obtain the best user satisfaction is the fundamental guarantee of the project profit. Generally speaking, the stability of the staff depends on their satisfaction, sense of belonging and sense of achievement. This paper takes the improvement of the employee satisfaction of the outposted service team of Hanlong Company as the breakthrough point, taking the employee management scheme of the outposted service team of Hanlong Company as the research object, using the method of investigation and analysis from the perspective of human resources. This paper finds out the problems and shortcomings of the current management scheme, puts forward some suggestions for optimization, and gives the reference for the implementation strategy at the same time. On the premise of improving the satisfaction of the expatriate service team of Hanlong Company, this paper deeply studies the related theories of human resources and the literature about human resource management at home and abroad, and makes use of the investigation method. External service team staff related to the survey to review the Hanlong expatriate service team staff management program status. Through the analysis, we find the problems and their causes in the aspects of system level, management operation level, examination and incentive level and cooperative management with the unit at the station, and determine the key factors that need to be optimized in the current management scheme. It is suggested that the management system should comprehensively cover the main aspects of the project operation and realize the precise focus on the key control points of the project, and suggest that the staff training should be combined with short-term targeted training and long-term quality upgrading training. It is suggested that the incentive mechanism should be based on the employee hierarchy system, and introduce the comprehensive salary accounting method of the interaction of differential parts, quality integral and overall project schedule, supplemented by external training subsidies. Organize technical competition, issue transfer subsidies, guide and motivate employees to pay attention to quality, efficiency, strive for excellence, and focus on the long-term. This paper also innovatively puts forward the optimization suggestion of cooperative management with the unit at the stationary point. In the whole execution process of the project, the cooperative management is regarded as the most important position to ensure the good operation of the project. Both sides focus on the optimization of work flow, welfare coordination, logistics support and so on, which can not only bring effective help to Hanlong Company, but also for user units. Through the implementation of the staff management scheme of the expatriate service team, it is expected that the quality and efficiency of Hanlong company's information-based data acquisition project will be continuously improved, and thus the user satisfaction and profitability will be improved. In this paper, we study the staff management scheme of the outposted service team, which is small in scale, strong in comprehensive execution ability and flexible in response under the complex execution environment. Also has certain reference value to other similar companies which have the related attribute assignment service team.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F279.26
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