江西省永修縣郵政局人力資源規(guī)劃研究
發(fā)布時間：2019-05-29 10:40
【摘要】：在21世紀的今天越來越多的企業(yè)發(fā)現(xiàn),影響企業(yè)競爭力的核心因素是人才,通過人力資源開發(fā)和管理是形成企業(yè)核心競爭關(guān)鍵的步驟。經(jīng)濟全球化格局的形成,在中國加入WTO大環(huán)境的情況下,中國許多的企業(yè)都需要面對來自全球企業(yè)的競爭,作為大型的國有企業(yè)中國郵政同樣面臨這種挑戰(zhàn),市場競爭程度的加劇,必然會引起企業(yè)改變經(jīng)營策略,從而贏得市場地位。2006年對中國郵政企業(yè)來說是一個意義非凡的年份,因為在這一年的11月,整個郵政企業(yè)改組完成,中國郵政企業(yè)實現(xiàn)了企業(yè)現(xiàn)代化的企業(yè)經(jīng)營夢想。 98年的郵政業(yè)務(wù)和電信業(yè)務(wù)剝離,對郵政企業(yè)的沖擊是比較大的,首先是人才的流失,高素質(zhì)的人才更趨向于去電信企業(yè)工作,郵政企業(yè)面臨較為嚴重的人才短板現(xiàn)象。因此,如何提升這些企業(yè)的核心競爭力、吸引行業(yè)優(yōu)秀人才完善現(xiàn)有的人力資源管理系統(tǒng)等已經(jīng)成為郵政企業(yè)迫在眉睫需要解決的問題。 本研究力求構(gòu)造人力資源戰(zhàn)略規(guī)劃完善的研究體系,從五個層次進行闡述,即定義、內(nèi)容、流程、戰(zhàn)略意義、戰(zhàn)略經(jīng)營等。在對永修縣郵政局所處的內(nèi)部人力資源管理現(xiàn)狀以及外部競爭環(huán)境充分調(diào)研的基礎(chǔ)上,選擇了馬爾科夫模型并結(jié)合回歸分析法、比率分析法等方法對其將來三年的人力資源戰(zhàn)略規(guī)劃進行了預測,主要是針對人力資源的供求情況進行的預測。在預測的基礎(chǔ)上結(jié)合該郵局戰(zhàn)略規(guī)劃內(nèi)容以及人力資源管理現(xiàn)狀制定出永修縣人力資源戰(zhàn)略總規(guī)劃。同時從實際需求出發(fā)對總的戰(zhàn)略規(guī)劃進行了細化,分解出了員工職業(yè)生涯、人員流動、技能培訓等三個子規(guī)劃,相應的給出了執(zhí)行、監(jiān)督與評估措施。 本文研究的對象是立足于縣域郵政局,選擇了在江西具有代表性的郵政局作為研究的實體對象,試圖探索出有利于改善縣域郵政局人力資源管理現(xiàn)狀并能提高其人才競爭力人力資源戰(zhàn)略規(guī)劃研究方法。為力求本研究實用性,文中所有的研究結(jié)論都是建立在對其豐富調(diào)研的基礎(chǔ)上,力求接近更為逼真的反應出存在的問題,提高研究的實用性,同時也可以給以后對該領(lǐng)域繼續(xù)研究的學者提供借鑒和參考。
[Abstract]:In the 21st century, more and more enterprises find that the core factor affecting the competitiveness of enterprises is talent, and the development and management of human resources is the key step to form the core competition of enterprises. With the formation of economic globalization, under the circumstances of China's entry into WTO, many enterprises in China have to face competition from global enterprises. As a large state-owned enterprise, China Post is also facing this challenge. The intensification of market competition will inevitably lead enterprises to change their business strategies and win their market position. 2006 is a year of great significance for Chinese postal enterprises, because in November of that year, the restructuring of the whole postal enterprise was completed. Chinese postal enterprises have realized the dream of enterprise modernization. The divestiture of postal business and telecommunications business in 1998 has a great impact on postal enterprises. First of all, it is the loss of talents. High-quality talents tend to work in telecom enterprises. Postal enterprises are facing a more serious talent deficiency phenomenon. Therefore, how to improve the core competitiveness of these enterprises and attract outstanding talents to improve the existing human resources management system has become an urgent problem for postal enterprises to solve. This study tries to construct a perfect research system of human resource strategic planning, which is expounded from five levels, namely, definition, content, process, strategic significance, strategic management and so on. Based on the full investigation of the present situation of internal human resources management and the external competitive environment of Yongxiu Post Office, the Markov model is selected and combined with regression analysis. The ratio analysis method and other methods are used to predict the strategic planning of human resources in the next three years, mainly for the supply and demand of human resources. On the basis of prediction, combined with the strategic planning content of the post office and the present situation of human resource management, the strategic master plan of human resources in Yongxiu County is worked out. At the same time, the overall strategic planning is refined according to the actual demand, and the three sub-plans, such as employee career, personnel mobility and skill training, are decomposed, and the measures of implementation, supervision and evaluation are given accordingly. The object of this paper is based on the county post office, and the representative post office in Jiangxi Province is selected as the entity object of the study. This paper attempts to explore the research methods which are beneficial to improve the present situation of human resource management in county post office and improve its talent competitiveness. In order to strive for the practicability of this study, all the research conclusions in this paper are based on the rich investigation, and strive to be close to a more realistic reflection of the existing problems and improve the practicability of the research. At the same time, it can also provide reference and reference for scholars who continue to study in this field in the future.
【學位授予單位】：南昌大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F616
本文編號：2487877
[Abstract]:In the 21st century, more and more enterprises find that the core factor affecting the competitiveness of enterprises is talent, and the development and management of human resources is the key step to form the core competition of enterprises. With the formation of economic globalization, under the circumstances of China's entry into WTO, many enterprises in China have to face competition from global enterprises. As a large state-owned enterprise, China Post is also facing this challenge. The intensification of market competition will inevitably lead enterprises to change their business strategies and win their market position. 2006 is a year of great significance for Chinese postal enterprises, because in November of that year, the restructuring of the whole postal enterprise was completed. Chinese postal enterprises have realized the dream of enterprise modernization. The divestiture of postal business and telecommunications business in 1998 has a great impact on postal enterprises. First of all, it is the loss of talents. High-quality talents tend to work in telecom enterprises. Postal enterprises are facing a more serious talent deficiency phenomenon. Therefore, how to improve the core competitiveness of these enterprises and attract outstanding talents to improve the existing human resources management system has become an urgent problem for postal enterprises to solve. This study tries to construct a perfect research system of human resource strategic planning, which is expounded from five levels, namely, definition, content, process, strategic significance, strategic management and so on. Based on the full investigation of the present situation of internal human resources management and the external competitive environment of Yongxiu Post Office, the Markov model is selected and combined with regression analysis. The ratio analysis method and other methods are used to predict the strategic planning of human resources in the next three years, mainly for the supply and demand of human resources. On the basis of prediction, combined with the strategic planning content of the post office and the present situation of human resource management, the strategic master plan of human resources in Yongxiu County is worked out. At the same time, the overall strategic planning is refined according to the actual demand, and the three sub-plans, such as employee career, personnel mobility and skill training, are decomposed, and the measures of implementation, supervision and evaluation are given accordingly. The object of this paper is based on the county post office, and the representative post office in Jiangxi Province is selected as the entity object of the study. This paper attempts to explore the research methods which are beneficial to improve the present situation of human resource management in county post office and improve its talent competitiveness. In order to strive for the practicability of this study, all the research conclusions in this paper are based on the rich investigation, and strive to be close to a more realistic reflection of the existing problems and improve the practicability of the research. At the same time, it can also provide reference and reference for scholars who continue to study in this field in the future.
【學位授予單位】：南昌大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F616
【引證文獻】
相關(guān)碩士學位論文 前1條
1 郭俊杰;湖南省郵政公司員工培訓體系改進研究[D];湖南大學;2016年
，本文編號：2487877
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