本文關(guān)鍵詞： 企業(yè)轉(zhuǎn)型升級(jí) 人力資源 匹配　出處：《南京師范大學(xué)》2015年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：目前中國(guó)正處于全力推動(dòng)經(jīng)濟(jì)轉(zhuǎn)型、加快產(chǎn)業(yè)升級(jí)的特殊時(shí)期,在此背景下,許多企業(yè)由原來(lái)粗放的規(guī)�；a(chǎn)模式向著高科技、訂制化、創(chuàng)新型的生產(chǎn)模式轉(zhuǎn)型：與此同時(shí),企業(yè)通過(guò)不斷調(diào)整完善自身、提高自身綜合實(shí)力,最終得以升級(jí)成為具有更強(qiáng)競(jìng)爭(zhēng)力的優(yōu)秀企業(yè)。在此過(guò)程中,作為企業(yè)生存和發(fā)展的核心資源、競(jìng)爭(zhēng)力生發(fā)點(diǎn)的人力資源,與所在企業(yè)的匹配情況,必然成為是企業(yè)轉(zhuǎn)型升級(jí)成功與否的關(guān)鍵,因此解決好人力資源匹配問(wèn)題是企業(yè)成功轉(zhuǎn)型升級(jí)的必要保證。本文正是選取具有代表性的JT公司作為研究對(duì)象,針對(duì)企業(yè)轉(zhuǎn)型升級(jí)中人力資源匹配問(wèn)題的研究。首先,本文對(duì)JT公司的經(jīng)營(yíng)概況、轉(zhuǎn)型升級(jí)情況以及人力資源匹配現(xiàn)狀進(jìn)行了闡述和存在問(wèn)題分析；其次,將人力資源匹配現(xiàn)狀和轉(zhuǎn)型升級(jí)階段所需匹配狀態(tài)進(jìn)行了對(duì)比分析,找出問(wèn)題發(fā)生的根源；接著,提出從不匹配現(xiàn)狀轉(zhuǎn)換成匹配狀態(tài)的方法和途徑。全面地、有針對(duì)性地從人才規(guī)劃、薪酬激勵(lì)、管理流程、人員培訓(xùn)四方面入手,通過(guò)調(diào)整組織模塊、轉(zhuǎn)換管理模式、再造管理流程和重構(gòu)人力資源規(guī)劃,解決JT公司轉(zhuǎn)型升級(jí)中存在的人力資源匹配問(wèn)題,保證該公司轉(zhuǎn)型升級(jí)的成功進(jìn)行。JT公司,在實(shí)施了我的方案建議后,人力資源不匹配問(wèn)題有了明顯的改善,這為JT公司成功的轉(zhuǎn)型升級(jí)打下了基礎(chǔ)。結(jié)合實(shí)踐經(jīng)驗(yàn)之后的研究闡述,為處在同一階段的企業(yè)提供了參考,同時(shí)也促進(jìn)了人力資源的匹配性研究向著更加有效的方向發(fā)展。
[Abstract]:At present, China is in the special period of promoting economic transformation and speeding up industrial upgrading. Under this background, many enterprises turn from the original extensive production mode to high-tech, customized. Innovative production model transformation: at the same time, through continuous adjustment and improvement of their own, improve their comprehensive strength, and ultimately upgrade to a more competitive and excellent enterprise. In the process. As the core resource for the survival and development of the enterprise, the human resources of the competitive growth point and the matching situation of the enterprise will be the key to the success of the transformation and upgrading of the enterprise. Therefore, to solve the problem of human resources matching is the necessary guarantee for the successful transformation and upgrading of enterprises. This paper selects the representative JT company as the research object. First of all, this paper expatiates the general situation of JT company's operation, the situation of transformation and upgrade and the present situation of human resource matching, and analyzes the existing problems. Secondly, the status quo of human resource matching and the matching status needed in the transition and upgrading stage are compared and analyzed to find out the root cause of the problem. Then, it puts forward the methods and approaches from mismatch status to matching state. Comprehensively, pertinently start from four aspects of talent planning, salary incentive, management process, personnel training, through adjusting the organizational module. Changing the management mode, reengineering the management process and reconstructing the human resource planning, solve the problem of human resource matching in the transformation and upgrading of JT Company, and ensure the success of the transformation and upgrade of JT Company. After the implementation of my proposal, the human resources mismatch problem has been significantly improved, which has laid the foundation for the successful transformation and upgrading of JT Company. It provides a reference for enterprises in the same stage and promotes the research of matching of human resources towards a more effective direction.
【學(xué)位授予單位】：南京師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F426.4;F272.92

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本文編號(hào)：1468794