本文選題：事業(yè)單位 + 人力資源�。� 參考：《中國政法大學》2013年碩士論文

【摘要】：A單位是一家從事軟件方面工作的事業(yè)型單位,經(jīng)過多年的發(fā)展已經(jīng)有了一定的業(yè)界影響力,隨著近幾年軟件行業(yè)的高速發(fā)展,以及事業(yè)單位改革的浪潮,事業(yè)單位傳統(tǒng)的人事管理制度已經(jīng)很難滿足當前的需要,A單位也出現(xiàn)了大量的員工流失、工作效率不高等問題,如何制定出更加人性化的管理制度,提高單位的核心競爭力,是A單位所面臨的難題。 首先,本文介紹了A單位的基本情況,對行業(yè)背景、發(fā)展趨勢、戰(zhàn)略目標等方面進行了簡要的分析,特別是A單位目前所面臨著經(jīng)濟危機和事業(yè)單位改革的雙重挑戰(zhàn),這也就意味著A單位必須在經(jīng)濟形勢不好的情況下,盡快要找到一條適合自己的市場化道路,然而對于軟件行業(yè)而言,這一些的基礎(chǔ)就是要保證人員結(jié)構(gòu)的穩(wěn)定以及核心技術(shù)的積累,使單位具有核心競爭力。 其次,本文介紹了A單位人力資源的基本情況,并分析了在人力資源管理中所呈現(xiàn)的特點,這其中大部分都是非常年輕的知識型員工,有干勁,有理想,對于工作環(huán)境的要求也很高,而對于傳統(tǒng)的事業(yè)單位管理體制,顯然無法滿足員工的需要,這也使得單位出現(xiàn)了核心員工嚴重流失的現(xiàn)象。 針對A單位在人力資源管理中所存在的問題,為了找出造成這些問題的具體原因,筆者查閱了大量關(guān)于人力資源管理的相關(guān)書籍,認為A單位的問題主要是沒有合理的制定和執(zhí)行員工激勵制度。所以,筆者希望通過調(diào)查問卷的形式,首先找出A單位員工對于各項激勵因素的重視程度和滿意度,以此作為依據(jù),結(jié)合馬斯洛的需求層次理論、赫茲伯格的雙因素激勵等相關(guān)理論,對A單位的人力資源管理制度進行分析,并給出改善建議。 本文以員工激勵的相關(guān)理論最為主要依據(jù),針對A單位這種典型的高新技術(shù)行業(yè)的事業(yè)單位,對如何妥善激勵和管理知識型員工進行了分析,在A單位的人力資源管理制度的制定和執(zhí)行上給出了一些具體意見。
[Abstract]:Unit A is an enterprise-oriented unit engaged in software work. After years of development, it has had a certain degree of industry influence. With the rapid development of the software industry in recent years, and the wave of reform of public institutions, The traditional personnel management system of institutions has been very difficult to meet the current needs. Unit A has also appeared a large number of staff loss, work efficiency and other problems. How to formulate a more humane management system to improve the core competitiveness of the unit, Unit A is a difficult problem. First of all, this paper introduces the basic situation of unit A, analyzes the industry background, development trend, strategic objectives and so on, especially the double challenges of economic crisis and institution reform. This means that unit A must find a way to market itself as soon as possible when the economic situation is not good. However, for the software industry, The basis of this is to ensure the stability of personnel structure and the accumulation of core technology, so that the unit has core competitiveness. Secondly, this paper introduces the basic situation of human resources in unit A, and analyzes the characteristics of human resources management, most of which are very young knowledge workers, motivated and ideal. The requirements for the working environment are also very high, but for the traditional management system of institutions, obviously can not meet the needs of the staff, which also makes the core staff loss phenomenon. In order to find out the specific causes of these problems, the author consulted a large number of books on human resources management. The main problem of A unit is that there is no reasonable formulation and implementation of employee incentive system. Therefore, the author hopes that through the form of questionnaire, first of all, we can find out the degree of attention and satisfaction of the employees of Unit A to all kinds of incentive factors, and take this as the basis, combined with Maslow's theory of hierarchy of needs. This paper analyzes the human resource management system of unit A based on Herzberg's two-factor incentive theory, and puts forward some suggestions for improvement. Based on the related theory of employee motivation, this paper analyzes how to properly motivate and manage the knowledge workers, aiming at the institution of A unit, which is a typical high-tech industry. This paper gives some concrete opinions on the establishment and implementation of human resource management system in A unit.
【學位授予單位】：中國政法大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F426.672

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