本文關(guān)鍵詞： 國有企業(yè) 人力資源配置 人力資源規(guī)模 人力資源結(jié)構(gòu) 人力資源管理　出處：《福州大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：人力資源是企業(yè)最重要、最寶貴的資源,被譽(yù)為企業(yè)的第一資源,而人力資源配置則是企業(yè)開展人力資源活動(dòng)的基礎(chǔ)。我國國有企業(yè)是國民經(jīng)濟(jì)的重要組成部分,對(duì)國家社會(huì)、經(jīng)濟(jì)等方方面面具有舉足輕重的影響。當(dāng)前,國有企業(yè)面臨著嚴(yán)峻的國內(nèi)外競爭,在人力資源方面主要表現(xiàn)為,高素質(zhì)人才外流現(xiàn)象嚴(yán)重、人力資源效能低下等,研究人力資源的有效配置對(duì)解決這些問題具有重要的意義。本論文基于人力資源相關(guān)理論基礎(chǔ),對(duì)我國國有企業(yè)人力資源規(guī)模、結(jié)構(gòu)的配置進(jìn)行比較深入和系統(tǒng)的分析研究,希望能有助于提高國有企業(yè)人力資源開發(fā)管理水平,進(jìn)而提高企業(yè)的競爭力。首先,論文對(duì)人力資源配置的內(nèi)涵進(jìn)行了分析,對(duì)人力資源需求理論、激勵(lì)理論、人力資源規(guī)模預(yù)測(cè)原理、人力資源結(jié)構(gòu)配置原理等論文涉及的理論基礎(chǔ)、原理進(jìn)行了歸納和整理,并分析了國有企業(yè)人力資源有效配置的目標(biāo),以及環(huán)境和政策、組織與管理等影響國有企業(yè)人力資源有效配置的因素。其次,論文從人力資源規(guī)模預(yù)測(cè)和結(jié)構(gòu)配置兩個(gè)方面分析人力資源配置的具體方法。在規(guī)模預(yù)測(cè)方面,運(yùn)用了多元線性回歸模型、GM模型、柯布—道格拉斯生產(chǎn)函數(shù)、組合分析模型等模型,并分析了各模型的優(yōu)缺點(diǎn)。在結(jié)構(gòu)配置方面,先明確了進(jìn)行結(jié)構(gòu)配置需要掌握的原則,再分別從年齡、學(xué)歷、專業(yè)、能力等方面給出配置的具體對(duì)策。第三,論文分析了人力資源配置的應(yīng)用原則,應(yīng)用的主要內(nèi)容以及必要的保障措施、檢測(cè)與修正機(jī)制等,建立專業(yè)化、科學(xué)化的人力資源配置應(yīng)用辦法,從而確保能最大限度發(fā)揮出人力資源的效能。第四,論文以F市屬國有企業(yè)J企業(yè)作為典型例證,選取其2008-2012年有關(guān)數(shù)據(jù),詳細(xì)分析國有企業(yè)人力資源規(guī)模預(yù)測(cè)和結(jié)構(gòu)配置的過程,增強(qiáng)了論文的實(shí)用性和可操作性,也使論文的研究內(nèi)容更具有可資借鑒的參考價(jià)值。總之,本論文的四個(gè)部分緊密相關(guān)、逐層深入,既有理論分析又結(jié)合實(shí)際、既有定性研究也有定量分析,在理論和實(shí)踐上均有一定的意義,將有助于我國國有企業(yè)提高人力資源配置水平,發(fā)揮人力資源的最大效能。
[Abstract]:The human resource is the most important and precious resource of the enterprise, which is called the first resource of the enterprise, and the human resource allocation is the foundation of the enterprise to carry out the human resource activity. The state-owned enterprise of our country is an important part of the national economy, to the national society, At present, state-owned enterprises are facing severe competition at home and abroad. In terms of human resources, the phenomenon of high-quality brain drain is serious, and the efficiency of human resources is low, etc. It is of great significance to study the effective allocation of human resources to solve these problems. Based on the theoretical basis of human resources, this paper makes a deep and systematic analysis and research on the scale and structure of human resources in state-owned enterprises in China. It is hoped that it can help to improve the level of human resources development and management in state-owned enterprises, and then improve the competitiveness of enterprises. Firstly, the paper analyzes the connotation of human resource allocation, and analyzes the theory of human resource demand and incentive theory. The theoretical basis and principle of human resource scale prediction, human resource structure allocation and so on are summarized and sorted out, and the goal of effective human resources allocation in state-owned enterprises, as well as the environment and policy, are analyzed. Secondly, the paper analyzes the specific methods of human resource allocation from two aspects of human resource scale prediction and structure allocation. In the aspect of scale prediction, the paper analyzes the factors that affect the effective allocation of human resources in state-owned enterprises. The multivariate linear regression model such as GM model, Cobb-Douglas production function, combination analysis model and so on are used, and the advantages and disadvantages of each model are analyzed. Third, the paper analyzes the application principles of human resources allocation, the main contents of the application and the necessary safeguards, detection and correction mechanism, and so on, and then gives the specific countermeasures from the aspects of age, education, specialty, ability and so on, third, the paper analyzes the application principle, the main content of the application and the necessary safeguard measures, and so on. To establish a specialized and scientific application method of human resources allocation, so as to ensure that the efficiency of human resources can be maximized. 4th. This paper takes J enterprise, a municipal state-owned enterprise, as a typical example, and selects the relevant data from 2008 to 2012. The detailed analysis of the process of human resource scale prediction and structure allocation in state-owned enterprises enhances the practicability and maneuverability of the thesis, and makes the research content of the paper more valuable for reference. The four parts of this paper are closely related, layer by layer, both theoretical analysis and practice, both qualitative research and quantitative analysis, both in theory and practice have a certain significance. It will help our state-owned enterprises to improve the level of human resources allocation and bring the maximum efficiency of human resources into full play.
【學(xué)位授予單位】：福州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F299.233.4
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本文編號(hào)：1540270