本文關(guān)鍵詞：基于灰色理論的建筑施工企業(yè)人力資源管理效果評(píng)價(jià)研究　出處：《蘭州交通大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 建筑施工企業(yè) 人力資源管理 三角白化權(quán)函數(shù) 灰色聚類 評(píng)價(jià)

【摘要】：隨著科學(xué)技術(shù)的快速發(fā)展,經(jīng)濟(jì)全球化趨勢(shì)的不斷加強(qiáng),企業(yè)所面臨的競爭也越來越激烈�，F(xiàn)代企業(yè)之間的競爭歸根結(jié)底是人力資源的競爭,人力資源管理已成為現(xiàn)代企業(yè)贏得競爭優(yōu)勢(shì)和持續(xù)發(fā)展的決定因素。作為國民經(jīng)濟(jì)發(fā)展支柱產(chǎn)業(yè)的建筑業(yè)更是如此,建筑施工企業(yè)要想在激烈的競爭中取得生存和發(fā)展,必須重視人力資源管理及其效果評(píng)價(jià)。自從加入WTO后,國外建筑企業(yè)進(jìn)入中國市場(chǎng)憑借高待遇和靈活的用人機(jī)制不斷吸引人才,使我國建筑企業(yè)面臨的挑戰(zhàn)越來越嚴(yán)峻。但是,目前關(guān)于人力資源管理效果評(píng)價(jià)的研究主要針對(duì)一般企業(yè),而專門針對(duì)建筑施工企業(yè)的相對(duì)缺乏。因此,本文試圖構(gòu)建一套適合于建筑施工企業(yè)的評(píng)估模型,希望能為我國建筑施工企業(yè)的人力資源管理提供實(shí)踐指導(dǎo),有助于人力資源工作者及時(shí)發(fā)現(xiàn)存在的問題并進(jìn)行改進(jìn),充分發(fā)揮人力資源的潛能,提高人力資源管理的水平,提高企業(yè)的價(jià)值,同時(shí)促進(jìn)整個(gè)行業(yè)的發(fā)展,使我國建筑施工企業(yè)在國際競爭中取得優(yōu)勢(shì)。首先,本文在國內(nèi)外研究現(xiàn)狀的基礎(chǔ)上,充分分析了我國建筑施工企業(yè)及其人力資源管理特點(diǎn),建立相應(yīng)的評(píng)價(jià)指標(biāo)體系。該指標(biāo)體系是結(jié)合專家咨詢、問卷調(diào)查等方法,對(duì)人力資源效果評(píng)價(jià)指標(biāo)進(jìn)行統(tǒng)計(jì)、篩選、補(bǔ)充等最終確定的,具有一定的代表性和行業(yè)特色。其次,通過對(duì)各種常用評(píng)價(jià)方法的分析和比較,考慮到建筑施工企業(yè)人力資源管理效果評(píng)價(jià)的“灰色”特征,將灰色系統(tǒng)理論引入人力資源管理評(píng)價(jià)中,通過AHP法確定指標(biāo)的權(quán)重,建立了基于中心點(diǎn)三角白化權(quán)函數(shù)的人力資源管理評(píng)價(jià)模型。最后,用所構(gòu)建的評(píng)價(jià)模型對(duì)甘肅省某建筑施工企業(yè)的人力資源狀況進(jìn)行了評(píng)價(jià),并提出相應(yīng)的建議和改善措施。實(shí)證分析結(jié)果表明該方法的評(píng)價(jià)結(jié)果符合客觀實(shí)際情況,適合對(duì)建筑施工企業(yè)人力資源管理效果進(jìn)行評(píng)價(jià)。
[Abstract]:With the rapid development of science and technology and the increasing trend of economic globalization, the competition faced by enterprises is becoming more and more fierce. The competition among modern enterprises is, in the final analysis, the competition of human resources. Human resource management has become the decisive factor for modern enterprises to win competitive advantage and sustainable development, especially the construction industry, which is the pillar industry of national economic development. In order to survive and develop in the fierce competition, construction enterprises must attach importance to human resource management and its effect evaluation. Foreign construction enterprises enter the Chinese market by virtue of high treatment and flexible employment mechanism to attract talent, which makes our construction enterprises face more and more serious challenges. At present, the research on the effect evaluation of human resources management is mainly aimed at the general enterprises, but especially for the relative lack of the construction enterprises. Therefore, this paper attempts to build a set of evaluation model suitable for the construction enterprises. It is hoped that it can provide practical guidance for the human resource management of construction enterprises in our country, and help the human resource workers to discover the existing problems in time and improve them, so as to give full play to the potential of human resources. Improve the level of human resources management, improve the value of enterprises, while promoting the development of the entire industry, so that our construction enterprises in the international competition advantages. First, this paper on the basis of domestic and foreign research status quo. The characteristics of Chinese construction enterprises and their human resource management are fully analyzed, and the corresponding evaluation index system is established. The index system is based on expert consultation, questionnaire survey and so on. The evaluation index of human resources effect is determined by statistics, screening, supplement and so on, which has certain representativeness and industry characteristics. Secondly, through the analysis and comparison of a variety of commonly used evaluation methods. Considering the "grey" characteristic of the effect evaluation of human resource management in construction enterprises, the grey system theory is introduced into the evaluation of human resource management, and the weight of the index is determined by AHP method. The evaluation model of human resource management based on center point triangulation whitening weight function is established. Finally, the human resource status of a construction enterprise in Gansu Province is evaluated by the constructed evaluation model. The results of empirical analysis show that the evaluation results of this method are in line with the objective reality and are suitable for evaluating the effect of human resource management in construction enterprises.
【學(xué)位授予單位】：蘭州交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F426.92

【共引文獻(xiàn)】

相關(guān)期刊論文 前1條

1 崔成濤;;淺談公司的制度設(shè)計(jì)[J];經(jīng)營管理者;2013年27期

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本文編號(hào)：1435697