【摘要】：隨著我國(guó)經(jīng)濟(jì)的迅速發(fā)展、科技創(chuàng)新水平的不斷提高,中國(guó)制造業(yè)也迎來(lái)了發(fā)展的高峰,世界的制造業(yè)中心也逐步轉(zhuǎn)移到了中國(guó)；從2006年起中國(guó)船舶制造業(yè)迅速發(fā)展,特別是江浙地區(qū)的中小型船廠得到了蓬勃發(fā)展。由于船舶制造業(yè)屬于資金密集型、技術(shù)密集型、勞動(dòng)力密集型的企業(yè),在企業(yè)的發(fā)展過(guò)程中,各個(gè)船舶制造企業(yè)均面臨資源不充分的困難,特別是優(yōu)質(zhì)的勞動(dòng)力資源匱乏。目前國(guó)內(nèi)船舶制造企業(yè)為了彌補(bǔ)勞動(dòng)力資源不足,均采用勞務(wù)外包的方式,利用專(zhuān)業(yè)的勞務(wù)公司承包船舶建造工程；因此外包勞務(wù)公司勞務(wù)工人才的穩(wěn)定與否對(duì)船舶制造企業(yè)生產(chǎn)會(huì)產(chǎn)生巨大的影響。勞務(wù)工的流動(dòng)性大是船舶制造企業(yè)面臨非常頭疼的問(wèn)題和行業(yè)內(nèi)公認(rèn)的難點(diǎn)問(wèn)題,各個(gè)船舶制造企業(yè)也根據(jù)自身的實(shí)際情況,采取了形式多樣的管控措施。青島揚(yáng)帆船舶制造有限公司(以下簡(jiǎn)稱(chēng)青島揚(yáng)帆)作為一個(gè)的年輕船企,在勞務(wù)工管理方面還處于摸索階段,研究如何更好的篩選和穩(wěn)定勞務(wù)工隊(duì)伍,具有十分重要的戰(zhàn)略意義。 本文從船舶制造企業(yè)勞務(wù)工管理的特殊性出發(fā),結(jié)合人力資源管理的理論和方法,對(duì)青島揚(yáng)帆勞務(wù)工的用工環(huán)境和用工政策進(jìn)行分析,在此基礎(chǔ)上進(jìn)行勞務(wù)工人力資源管理優(yōu)化問(wèn)題的調(diào)研與分解,最終制定適合青島揚(yáng)帆的勞務(wù)工穩(wěn)定政策,使青島揚(yáng)帆擁有穩(wěn)定和優(yōu)質(zhì)的勞動(dòng)力資源。 本文在對(duì)人力資源理論進(jìn)行分析的基礎(chǔ)上,結(jié)合目前國(guó)際、國(guó)內(nèi)的造船業(yè)形勢(shì),梳理了國(guó)內(nèi)外人力資源理論研究的現(xiàn)狀,并分析了我國(guó)船舶制造企業(yè)勞動(dòng)力使用的特點(diǎn)；運(yùn)用調(diào)研的研究方法,剖析青島揚(yáng)帆勞務(wù)工人力資源管理的現(xiàn)狀。針對(duì)這個(gè)問(wèn)題,研究了企業(yè)外部環(huán)境因素對(duì)勞務(wù)工流失的影響、企業(yè)內(nèi)部因素對(duì)勞務(wù)工流失的影響以及人員自身因素對(duì)勞務(wù)工流失的影響等。最后針對(duì)青島揚(yáng)帆勞務(wù)工人力資源管理優(yōu)化的問(wèn)題,從形成公平的競(jìng)爭(zhēng)機(jī)制、不斷深化基礎(chǔ)管理、轉(zhuǎn)變管理方式等方面制定實(shí)施方案。這些方案對(duì)于青島揚(yáng)帆的勞務(wù)工穩(wěn)定、提高企業(yè)凝聚力、實(shí)現(xiàn)企業(yè)全面預(yù)算指標(biāo),以及對(duì)企業(yè)未來(lái)的騰飛都有十分重大的意義。希望本文能夠?qū)Υ爸圃炱髽I(yè)的勞務(wù)工管理有一定的參考價(jià)值,對(duì)船舶制造企業(yè)的勞務(wù)工穩(wěn)定有一定的借鑒意義,對(duì)船舶制造企業(yè)的發(fā)展起到積極的推動(dòng)作用。
[Abstract]:With the rapid development of China's economy and the continuous improvement of the level of scientific and technological innovation, China's manufacturing industry has also ushered in the peak of development, and the manufacturing center of the world has gradually transferred to China. Since 2006, China's shipbuilding industry has developed rapidly, especially the small and medium shipyards in Jiangsu and Zhejiang regions have been booming. Shipbuilding industry belongs to capital-intensive, technology-intensive and labor-intensive enterprises. In the process of enterprise development, every shipbuilding enterprise faces the difficulty of insufficient resources, especially the shortage of high-quality labor resources. At present, in order to make up for the shortage of labor resources, domestic shipbuilding enterprises use the mode of labor outsourcing to contract ship construction projects with professional labor companies. Therefore, the stability of labor workers in outsourcing labor companies will have a great impact on the production of shipbuilding enterprises. The large mobility of service workers is a very difficult problem for shipbuilding enterprises and recognized difficulties in the industry. According to their own actual situation, various kinds of control measures have been adopted by various shipbuilding enterprises. Qingdao Yangfan Shipbuilding Co., Ltd. (hereinafter referred to as Qingdao Yangfan), as a young shipyard, is still at the exploratory stage in the management of labor services, studying how to better screen and stabilize the labor force. It has very important strategic significance. Based on the particularity of labor management in shipbuilding enterprises, combined with the theory and method of human resources management, this paper analyzes the employment environment and employment policy of Qingdao sails workers. On this basis, the investigation and decomposition of the optimization of labor workers' human resources management is carried out, and finally, the stable policy of labor workers suitable for Qingdao sails is formulated, so that Qingdao sails has stable and high-quality labor resources. On the basis of analyzing the theory of human resources, combined with the current international and domestic situation of shipbuilding industry, this paper combs the current situation of human resources theory research at home and abroad, and analyzes the characteristics of labor use in shipbuilding enterprises in our country. Using the research method, this paper analyzes the present situation of human resource management of sailing workers in Qingdao. In order to solve this problem, the effects of external environmental factors on the turnover of labor workers, the internal factors of enterprises on the turnover of labor workers, and the influence of personnel factors on the turnover of labor workers are studied in this paper. Finally, aiming at the optimization of human resource management of Qingdao sails workers, the implementation plan is formulated from the aspects of forming a fair competition mechanism, deepening the basic management, changing the management mode, and so on. These schemes are of great significance to the stability of the workers working in Qingdao, to improve the cohesion of enterprises, to realize the overall budget targets of enterprises, and to take off in the future of enterprises. It is hoped that this paper can have certain reference value to the management of the shipyard workers in shipbuilding enterprises, have certain reference significance to the stability of the labourers in the shipbuilding enterprises, and play an active role in promoting the development of the shipbuilding enterprises.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F272.92;F426.474

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