本文關(guān)鍵詞： 崗位需求 任職標(biāo)準(zhǔn) 任職資格體系 員工能力管理　出處：《山東大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：現(xiàn)代企業(yè)基本建立了人力資源規(guī)劃、招聘、培訓(xùn)、薪酬、績(jī)效、勞動(dòng)關(guān)系六大模塊的人力資源體系,以此支撐組織目標(biāo)和公司的業(yè)務(wù)發(fā)展。現(xiàn)代人力資源管理應(yīng)結(jié)合公司的戰(zhàn)略目標(biāo),六大模塊業(yè)務(wù)如何貼近公司業(yè)務(wù)需求?工作分析是基礎(chǔ)。公司戰(zhàn)略分解到部門(mén)任務(wù),部門(mén)任務(wù)分解到崗位要求,從崗位要求的角度開(kāi)展人力資源工作,更能適應(yīng)組織的發(fā)展業(yè)務(wù)的需求。明確了崗位需求,在此基礎(chǔ)之上的"選、用、育、留"機(jī)制更能促進(jìn)公司戰(zhàn)略目標(biāo)的實(shí)現(xiàn)。崗位需求和能力管理相輔相成:在工作的能力管理需求之外,無(wú)視人的主觀能動(dòng)性,會(huì)缺乏人本管理的潛力和活力;脫離了崗位需求的能力管理失去了目標(biāo)和方向,投入與產(chǎn)出不能成正比,甚至?xí)蔀樽璧K公司戰(zhàn)略目標(biāo)實(shí)現(xiàn)的反作用力。通過(guò)分析企業(yè)的位置和員工能力管理的一些問(wèn)題,旨在平穩(wěn)解決企業(yè)對(duì)策中的主要問(wèn)題和措施,為公司戰(zhàn)略目標(biāo)的實(shí)現(xiàn),為滿足崗位需求,為管理員工能力提供指導(dǎo)和參考。本文借助我省一家國(guó)有集團(tuán)公司的全資子公司——LCCY有限公司所實(shí)施的人力資源任職資格項(xiàng)目,對(duì)研發(fā)職位族任職資格體系實(shí)現(xiàn)分析。從實(shí)踐的角度上看,本文希望通過(guò)對(duì)LCCY有限公司任職資格管理的分析,為公司崗位需求管理提供判斷依據(jù),并推動(dòng)對(duì)員工能力管理的建設(shè)與完善。本文以崗位需求為基點(diǎn),為人力資源管理理論提供了新的方式,本文詳細(xì)闡述了建立和實(shí)施LCCY有限公司基于崗位分析的研發(fā)崗任職資格制度的方法,步驟和程序。它對(duì)LCCY有限公司有實(shí)際操作,在中國(guó)引進(jìn)和實(shí)施高科技制造企業(yè)并應(yīng)用資質(zhì)管理體系提供強(qiáng)大的參考價(jià)值。
[Abstract]:The modern enterprise has basically established the human resource system of human resource planning, recruitment, training, compensation, performance and labor relations. In order to support the organizational objectives and business development. Modern human resources management should be combined with the strategic objectives of the company, six modules business how to close to the business needs of the company? Job analysis is the foundation. The company strategy decomposes to the department task, the department task divides into the post request, develops the human resources work from the position request angle, can adapt to the organization's development business demand better. On this basis, the mechanism of "selection, use, education and retention" can promote the realization of the company's strategic goal. Job demand and ability management complement each other: in addition to the ability management needs of work, the subjective initiative of people is ignored. It will lack the potential and vitality of people-oriented management; ability management without job demand loses its goal and direction, and its input and output cannot be directly proportional to its output. It will even become a counterforce to the realization of the company's strategic goal. By analyzing the position of the enterprise and some problems in the management of employees' ability, the purpose of this paper is to solve the main problems and measures in the enterprise's countermeasures smoothly, so as to realize the company's strategic goal. In order to meet the demand of the post and provide guidance and reference for the ability of managing the staff, this paper makes use of the human resources qualification project implemented by LCCY Limited, a wholly owned subsidiary of a state-owned group company in our province. From the point of view of practice, this paper hopes to provide the judgment basis for the post demand management through the analysis of the post qualification management of LCCY Co., Ltd. This paper, based on post demand, provides a new way for the theory of human resource management. This paper describes in detail the methods, steps and procedures of establishing and implementing the research and development post qualification system based on post analysis in LCCY Co., Ltd., which has practical operation for LCCY Co., Ltd. The introduction and implementation of high-tech manufacturing enterprises in China and the application of the qualification management system provide a strong reference value.
【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】：2017
【分類(lèi)號(hào)】：F272.92;F426.6

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本文編號(hào)：1520012