【摘要】：本文將研究內(nèi)容聚焦到一種特殊的業(yè)務受托公司——電力服務公司的人力資源管理問題上,著眼點是G電力服務公司的人力資源風險管理。G電力服務公司面臨的人力資源利用效率偏低、用工風險高和農(nóng)電工權益保障亟待提高等人力資源風險與一般的公司的人力資源風險管理有很大區(qū)別,有其特殊性。本文以人力資源風險管理的相關理論的為基礎,采用文獻研究法、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Z供電公司用工需求的分析和對G公司員工進行人力資源風險識別問卷調(diào)查,對調(diào)查結(jié)果運用SPSS進行了信度、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險之間的相關關系,從而辨明G公司的人力資源風險主要是薪酬風險、績效風險、流失風險、職業(yè)發(fā)展風險、培訓風險、身份認知風險、安全管理風險、勞動爭議風險等八個方面。然后針對剝離出的八個方面的風險,結(jié)合風險管理的相關理論,提出G公司人力資源風險管理的風險保護、風險減輕、風險轉(zhuǎn)移和風險自擔對策,為G公司的人力資源風險管理梳理出系統(tǒng)的應對措施。本文對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險和優(yōu)化縣級供電系統(tǒng)農(nóng)電工人力資源管理現(xiàn)狀具有一定意義,同時能從根本上保障農(nóng)電工這一弱勢群體的權益,增加其薪資水平和提升其群體素質(zhì),最終達到用工單位和勞動者雙贏的和諧局面。由個例的成功闡述為縣級供電系統(tǒng)電力服務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.
【學位授予單位】：山東大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F272.92;F426.61

【參考文獻】

中國期刊全文數(shù)據(jù)庫 前2條

1 李萍;;企業(yè)人力資源風險管理探析[J];現(xiàn)代經(jīng)濟信息;2012年02期

2 車延鵬;;當前電力企業(yè)勞動用工管理現(xiàn)狀及提升要點初論[J];中國新技術新產(chǎn)品;2014年24期

中國碩士學位論文全文數(shù)據(jù)庫 前8條

1 嚴冠卓;基于未確知測度的建筑企業(yè)人力資源風險評價研究[D];河北工程大學;2007年

2 楊軼;基于博弈論的人力資源管理風險控制研究[D];天津工業(yè)大學;2008年

3 王一東;港口突發(fā)事件風險管理研究[D];上海交通大學;2009年

4 錢慶林;濟寧供電公司全面風險管理研究[D];山東大學;2013年

5 彭志遠;JB電工公司人力資源風險管理研究[D];湘潭大學;2013年

6 尹濤;農(nóng)電用工安全責任的風險防控研究[D];西南財經(jīng)大學;2012年

7 韓冰;S公司員工滿意度研究[D];河北工業(yè)大學;2013年

8 張麗;國有企業(yè)勞務派遣現(xiàn)存問題與改善措施研究[D];首都經(jīng)濟貿(mào)易大學;2014年

，

本文編號：2510542