本文關鍵詞：ZC建設集團人力資源管理的問題及策略研究　出處：《武漢工程大學》2014年碩士論文　論文類型：學位論文

  更多相關文章： ZC建設集團 人力資源管理 建筑行業(yè) 策略

【摘要】：中國的改革開放締造了一大批的民營企業(yè)，溫州是中國民營經(jīng)濟發(fā)展的先發(fā)地區(qū)與改革開放的前沿陣地，在改革開放初期，“溫州模式”與同時期的“吳川模式”并駕齊驅(qū)，在當時以“南有吳川，北有溫州”享譽全國。2012年設立溫州市金融綜合改革試驗區(qū)，2013年1月被建設部列為第一批國家智慧城市試點。 溫州的民營企業(yè)對社會有許多貢獻，如提供就業(yè)崗位，增加本地企業(yè)的納稅額度等；就行業(yè)來看不同的行業(yè)有不同的發(fā)展特征，同時民營企業(yè)在行業(yè)中所發(fā)揮的作用也會因行業(yè)的不同的而不一樣，改變行業(yè)特征將促進行業(yè)的變化，特別是民營企業(yè)提高企業(yè)管理水平，經(jīng)營管理轉(zhuǎn)型，將適應新形勢下的企業(yè)發(fā)展。目前中小民營企業(yè)急需解決的幾大方面：建立適合企業(yè)的人力資源管理系統(tǒng)，適應在惡劣的經(jīng)濟形勢發(fā)展特點，制定組織戰(zhàn)略計劃等。 本文以正處于創(chuàng)一代與創(chuàng)二代交接的建筑企業(yè)ZC集團為研究對象，結(jié)合建筑行業(yè)人力資源的特點及本人在ZC集團工作的實際經(jīng)驗，對該公司的人力資源管理現(xiàn)狀運用了人力資源管理中所使用的訪談，問卷調(diào)查等方法，就調(diào)查的內(nèi)容進行了深入的分析，并根據(jù)人力資源管理體系的理論，進行梳理排序六個模塊的基礎上，進行深入的實地考察公司在人力資源管理方面的一些情況。就ZC集團人力資源管理一些基本情況從內(nèi)部原因及外部原因作了分析比較，同時結(jié)合一些人力資源相關理論和工具，給予措施來解決這些問題，嘗試提出關于人力資源管理，建筑業(yè)人力資源管理，用于該公司的人力資源管理實踐中小建筑企業(yè)人力資源管理理論的一些理論，解決所面臨的人力資源管理問題，幫助企業(yè)做好新老企業(yè)家的傳承。 針對ZC集團的人力資源管理存在的一些問題，，從以下七大方面來解決：①、人力資源管理制度改革；②、制定人力資源規(guī)劃；③、規(guī)范招聘管理；④、打造獨特的培訓體系；⑤、完善績效考核制度；⑥、建立科學的薪酬福利體系；⑦、促進員工關系管理。尤其是如何處理家族成員影響和阻礙組織變革及公平性上，提出了實際上的意義，使這篇論文更加有針對性。
[Abstract]:The reform and opening up Chinese created a large number of private enterprises, Wenzhou is the frontier of Chinese private economic development in the developed areas of reform and opening up, in the early stage of reform and opening up, the "Wenzhou model" with the same period of the "Wuchuan model" at the time to "racing together bridle to bridle, South Wuchuan, North Wenzhou national reputation.2012 the establishment of comprehensive financial reform pilot area of Wenzhou City, the Ministry of construction in January 2013 was listed as the first batch of National Smart City pilot.
Wenzhou private enterprises have a lot of contribution to society, such as providing jobs, increase local business taxes; it industry in different industries have different development characteristics, while private enterprises play in the role of the industry will be due to the different industries and different industry characteristics, change will promote the industry changes in particular, private enterprises to improve management level, management restructuring, will adapt to the new situation of enterprise development. Several aspects at present small and medium-sized private enterprises urgently need to solve: the establishment of a suitable human resource management system of enterprises, adapt to the development in the characteristics of bad economic situation, making strategic plan for the organization.
This paper is in a generation with a two generation of construction enterprises over the ZC group as the research object, combined with the characteristics of human resources in the construction industry and my practical experience in ZC group, the state of human resource management of the company's use of the use of human resources management in the interview, questionnaires and other methods of a deep analysis on the content of the investigation, and according to the system of human resource management theory, and analyzes six ranking module, some companies in-depth fieldwork in human resources management. The ZC group human resources management some basic reasons from the internal and external reasons are analyzed and compared. Combined with some relevant theories of human resources and tools at the same time, given the measures to solve these problems, try to put on the human resources management, human resources management in the construction industry, for the company's people Force resource management practices some theories of human resource management theory of small and medium-sized construction enterprises, to solve the problems of human resources management, and help enterprises to do well the inheritance of new and old entrepreneurs.
Aiming at some problems of human resource management of ZC group, from the following seven aspects: first, to solve the reform of human resources management system; the development of human resources planning; third, standardize recruitment management; to create a unique training system; fifth, improve the performance appraisal system; the establishment of scientific compensation system sadly, promote employee relationship management; how to deal with family members. Especially the influence and hinder organizational change and fairness, put forward the practical significance, more targeted to this paper.

【學位授予單位】：武漢工程大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.92

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