本文選題：軟件服務(wù)外包 + 人力資源��； 參考：《大連海事大學(xué)》2013年碩士論文

【摘要】：軟件服務(wù)外包因其是新興技術(shù)新興勞務(wù)管理模式、污染小低耗能、創(chuàng)造價(jià)值潛力大附加值高等等多種因素使得這個(gè)新領(lǐng)域備受關(guān)注,政府扶持興建軟件園區(qū)、大量資金充裕的企事業(yè)單位或各種投資公司投資涉足此領(lǐng)域、眾多中小企業(yè)、甚至是微小企業(yè)、一人創(chuàng)業(yè)的個(gè)人公司等等都涌入軟件服務(wù)外包行業(yè)。在十幾年的摸爬滾打中企業(yè)們?nèi)找嬉庾R(shí)到人才的重要性和人力資源管理的重要性。目前軟件服務(wù)外包行業(yè)正處于上升期,IT人力資源市場(chǎng)活躍、高層次技術(shù)人才供不應(yīng)求,軟件服務(wù)外包業(yè)務(wù)本身對(duì)企業(yè)的技術(shù)水平、人才層次要求又非常高,在這樣競(jìng)爭(zhēng)激烈的環(huán)境下,提高高層次技術(shù)人才的保有量、減低離職率,促進(jìn)企業(yè)技術(shù)能力和核心競(jìng)爭(zhēng)力的發(fā)展成為企業(yè)存活的關(guān)鍵。我國(guó)目前對(duì)信息技術(shù)領(lǐng)域企業(yè)的人力資源管理的的分析基本上都集中在大型的成功企業(yè),例如華為、東軟等,對(duì)國(guó)外企業(yè)的經(jīng)驗(yàn)學(xué)習(xí)也多局限于國(guó)外的大型企業(yè),例如微軟、松下等,盡管涉及到這些大企業(yè)創(chuàng)業(yè)初期的人力資源管理經(jīng)驗(yàn),但對(duì)我國(guó)IT外包領(lǐng)域的中小企業(yè)來(lái)說(shuō)可操作性不高。 本文想根據(jù)中小企業(yè)資金、人力資源都較局限的現(xiàn)實(shí)特點(diǎn),并擴(kuò)寬思路參考國(guó)外企業(yè)留人用人模式以及我國(guó)的大型國(guó)有企事業(yè)單位的用人模式,創(chuàng)新把終身雇用制結(jié)合中小企業(yè)的特點(diǎn)進(jìn)行改進(jìn)后,引入軟件服務(wù)外包中小企業(yè)的人力資源管理當(dāng)中,以增加員工歸屬感為人力資源管理的核心,通過(guò)建設(shè)有特色的“崇尚專(zhuān)業(yè)性”的企業(yè)文化,保證企業(yè)人力資源供給,并提升人力資源競(jìng)爭(zhēng)力,進(jìn)而促進(jìn)中小企業(yè)的長(zhǎng)足發(fā)展。 文中以X公司為案例,對(duì)X公司進(jìn)行人力資源管理診斷、提出人力資源改進(jìn)方案,并跟蹤了實(shí)施新方案一年來(lái)的效果。通過(guò)實(shí)踐來(lái)探索針對(duì)高層次技術(shù)人才的終身雇傭制的實(shí)施,來(lái)尋找中小企業(yè)留住人才提高人力競(jìng)爭(zhēng)優(yōu)勢(shì)的途徑。
[Abstract]:Software service outsourcing is a new technology, new labor management mode, low pollution, low energy consumption, high value creation potential, and other factors that make this new field receive much attention. The government supports the construction of software parks. A large number of well-funded enterprises and institutions or various investment companies invest in this field, many small and medium-sized enterprises, even small enterprises, one-person individual companies and so on have poured into the software service outsourcing industry. In more than ten years, enterprises are increasingly aware of the importance of talent and human resource management. At present, the software service outsourcing industry is in the rising stage of IT human resources market active, high-level technical talent supply exceeds the demand, software service outsourcing business itself to the technical level of enterprises, talent level requirements are very high. In such a competitive environment, the key to the survival of enterprises is to improve the quantity of high-level technical talents, reduce the turnover rate, and promote the development of enterprises' technical ability and core competitiveness. At present, the analysis of human resources management of enterprises in the field of information technology in China is basically concentrated on large successful enterprises, such as Huawei, Neusoft, etc. The experience of foreign enterprises is also limited to large enterprises abroad, such as Microsoft. Panasonic and so on, although involving these large enterprises in the initial stage of human resources management experience, but for our small and medium-sized enterprises in the field of IT outsourcing is not highly operational. According to the actual characteristics of the limited capital and human resources of small and medium-sized enterprises, this paper also wants to broaden the thinking to refer to the employment mode of foreign enterprises and large state-owned enterprises and institutions in our country. After innovating the life-long employment system combined with the characteristics of small and medium-sized enterprises, the core of human resources management is to increase the sense of belonging of the staff, and introduce the software service outsourcing system into the human resources management of small and medium-sized enterprises. By constructing the characteristic enterprise culture of "advocating professionalism", we can ensure the supply of human resources and enhance the competitiveness of human resources, thus promoting the rapid development of small and medium-sized enterprises. Taking X Company as an example, this paper makes a diagnosis of Human Resource Management in X Company, puts forward a human resource improvement scheme, and tracks the effect of implementing the new scheme in the past year. Through practice to explore the implementation of lifetime employment system for high-level technical talents, to find ways for SMEs to retain talents to improve the competitive advantage of human resources.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F49

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