【摘要】：隨著社會經(jīng)濟(jì)的發(fā)展,社會的治安狀況日益復(fù)雜,維護(hù)社會的治安已經(jīng)不能單靠警察力量,更需要大量的社會群防群治組織,保安——穩(wěn)定的重要力量在現(xiàn)代社會中越來越重要。保安服務(wù)公司在的發(fā)展壯大,也取得了很大的進(jìn)步,有些保安公司經(jīng)營業(yè)務(wù)從單一的保安員服務(wù)擴(kuò)展至高科技保安業(yè)務(wù)服務(wù)的服務(wù)范圍,在維持社會治安穩(wěn)定方面的作用越來越突出。但在我國社會廣大民眾認(rèn)為保安服務(wù)公司還只是一個提供保安員服務(wù)的公司,保安形象也只是銀行守護(hù)、門衛(wèi)守護(hù)、值守卡點、街面巡邏等等,保安從業(yè)人員的工資收入較低,保安員的素質(zhì)也普遍偏低。一只作為維護(hù)社會我國經(jīng)過了30多年本文以黃巖保安服務(wù)公司為研究對象,分析黃巖保安服務(wù)公司人力資源管理運營中存在的問題。比如公司人員招聘不夠規(guī)范,招聘流于形式走過場,培訓(xùn)有待加強,工作安排不夠合理,工資待遇較低,公司員工工作積極性不高,人員流動性較大等一系列問題較突出。本文通過深入了解保安公司的運營狀況,與國外保安服務(wù)公司進(jìn)行比較,從保安服務(wù)公司人力資源管理的角度,通過規(guī)范招聘選拔優(yōu)秀人才加入到保安公司的員工隊伍中,加強對員工的培訓(xùn)來提高其業(yè)務(wù)能力和素質(zhì),工作安排根據(jù)員工的特點和自身情況合理安排,盡可能做到人員和崗位的匹配性,適度提高員工的薪酬待遇,使其付出能夠得到合理的回報,通過各種績效考核方式,比如薪酬激勵等,通過獎勵先進(jìn)來鼓舞士氣,從而提高工作積極性和創(chuàng)造性,只有員工發(fā)展有保障,公司的發(fā)展才有保障。本文通過旨在解決以上人力資源管理問題尋找提高黃巖保安服務(wù)公司整體競爭實力的對策,從而制定一條更合適公司發(fā)展的道路,為保安公司人力資源管理提供借鑒。
[Abstract]:With the development of social economy, the social security situation is becoming more and more complicated. The maintenance of social public order can no longer rely on police force alone. It also needs a large number of social organizations for prevention and control of the masses. Security-an important force for stability is becoming more and more important in modern society. The development and growth of security service companies have also made great progress. Some security companies have expanded their business from a single security guard service to a service range of high-tech security services. In maintaining social order and stability, the role of more and more prominent. However, in our society, the general public thinks that the security service company is only a company that provides security guard services, and the security image is also just a bank guard, a doorman, a guard card point, a street patrol, and so on. The security workers' wages are relatively low. The quality of security guards is also generally low. This paper takes Huang Yan Security Service Company as the research object and analyzes the problems existing in the human resource management and operation of Huang Yan Security Service Company after more than 30 years as a safeguard of our country. For example, recruitment of company staff is not standardized, recruitment is just a formality, training needs to be strengthened, work arrangement is not reasonable, salary is low, employee enthusiasm is not high, and staff mobility is more prominent. This article through the thorough understanding security company's operation condition, carries on the comparison with the foreign security service company, from the security service company's human resources management angle, through the standard recruitment selects the outstanding talented person to join in the security company's staff team, Strengthen the training of employees to improve their business ability and quality, work arrangements according to the characteristics of the staff and their own situation reasonable arrangements, as far as possible to achieve the matching between staff and posts, appropriately improve the salary of employees, So that they can get a reasonable return, through a variety of performance appraisal methods, such as salary incentives, through incentives to encourage morale, thereby improving work enthusiasm and creativity, only staff development is guaranteed, The development of the company is guaranteed. This paper aims to solve the above problems of human resources management to find ways to improve the overall competitive strength of Huang Yan security service company, so as to formulate a more suitable way for the development of the company, and provide a reference for the human resources management of security companies.
【學(xué)位授予單位】：江西師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F426.9

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本文編號：2382046