【摘要】：本文將研究?jī)?nèi)容聚焦到一種特殊的業(yè)務(wù)受托公司——電力服務(wù)公司的人力資源管理問題上,著眼點(diǎn)是G電力服務(wù)公司的人力資源風(fēng)險(xiǎn)管理。G電力服務(wù)公司面臨的人力資源利用效率偏低、用工風(fēng)險(xiǎn)高和農(nóng)電工權(quán)益保障亟待提高等人力資源風(fēng)險(xiǎn)與一般的公司的人力資源風(fēng)險(xiǎn)管理有很大區(qū)別,有其特殊性。本文以人力資源風(fēng)險(xiǎn)管理的相關(guān)理論的為基礎(chǔ),采用文獻(xiàn)研究法、問卷調(diào)查分析法、歸納總結(jié)的研究方法,結(jié)合G公司人力資源管理現(xiàn)狀,通過對(duì)Z供電公司用工需求的分析和對(duì)G公司員工進(jìn)行人力資源風(fēng)險(xiǎn)識(shí)別問卷調(diào)查,對(duì)調(diào)查結(jié)果運(yùn)用SPSS進(jìn)行了信度、效度、方差和回歸分析,剝離出影響員工滿意度的主要因素,論證滿意度與人力資源風(fēng)險(xiǎn)之間的相關(guān)關(guān)系,從而辨明G公司的人力資源風(fēng)險(xiǎn)主要是薪酬風(fēng)險(xiǎn)、績(jī)效風(fēng)險(xiǎn)、流失風(fēng)險(xiǎn)、職業(yè)發(fā)展風(fēng)險(xiǎn)、培訓(xùn)風(fēng)險(xiǎn)、身份認(rèn)知風(fēng)險(xiǎn)、安全管理風(fēng)險(xiǎn)、勞動(dòng)爭(zhēng)議風(fēng)險(xiǎn)等八個(gè)方面。然后針對(duì)剝離出的八個(gè)方面的風(fēng)險(xiǎn),結(jié)合風(fēng)險(xiǎn)管理的相關(guān)理論,提出G公司人力資源風(fēng)險(xiǎn)管理的風(fēng)險(xiǎn)保護(hù)、風(fēng)險(xiǎn)減輕、風(fēng)險(xiǎn)轉(zhuǎn)移和風(fēng)險(xiǎn)自擔(dān)對(duì)策,為G公司的人力資源風(fēng)險(xiǎn)管理梳理出系統(tǒng)的應(yīng)對(duì)措施。本文對(duì)于提高員工工作積極性、滿意度和薪酬福利待遇、解決同工不同酬、降低G公司人力資源管理風(fēng)險(xiǎn)和優(yōu)化縣級(jí)供電系統(tǒng)農(nóng)電工人力資源管理現(xiàn)狀具有一定意義,同時(shí)能從根本上保障農(nóng)電工這一弱勢(shì)群體的權(quán)益,增加其薪資水平和提升其群體素質(zhì),最終達(dá)到用工單位和勞動(dòng)者雙贏的和諧局面。由個(gè)例的成功闡述為縣級(jí)供電系統(tǒng)電力服務(wù)公司人力資源管理工作提供參考。
[Abstract]:This paper focuses on the human resource management of a special business fiduciary company-power service company, focusing on the human resource risk management of G power service company. G power service company faces human resource risk management, such as low efficiency of human resource utilization, high employment risk and urgent need to improve the protection of agricultural and electrical rights and interests, which is very different from the human resource risk management of general companies. It has its particularity. Based on the related theories of human resource risk management, this paper adopts the methods of literature research, questionnaire investigation and analysis, sums up and summarizes the research methods, combined with the present situation of human resource management of G company, through the analysis of the employment demand of Z power supply company and the questionnaire survey of human resource risk identification of the employees of G company, the reliability, validity, variance and regression analysis of the survey results are carried out by using SPSS. This paper analyzes the main factors that affect employee satisfaction, demonstrates the correlation between satisfaction and human resource risk, and identifies that the human resource risk of G company is mainly salary risk, performance risk, loss risk, career development risk, training risk, identity cognition risk, safety management risk, labor dispute risk and so on. Then, according to the eight aspects of risk, combined with the relevant theories of risk management, this paper puts forward the risk protection, risk mitigation, risk transfer and risk-bearing countermeasures of human resource risk management of G company, and combs out the systematic countermeasures for the human resource risk management of G company. This paper has certain significance for improving the enthusiasm, satisfaction and salary and welfare of employees, solving the different pay for equal work, reducing the risk of human resources management in G company and optimizing the present situation of agricultural and electrical human resources management in county-level power supply system. At the same time, it can fundamentally protect the rights and interests of this vulnerable group, increase their salary level and improve their group quality, and finally achieve a win-win harmonious situation between employment units and workers. The success of the case provides a reference for the human resource management of the county power supply system power service company.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F426.61

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本文編號(hào)：2510542