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href='http://wyyxscd8644.com/lunwen/management/hr/'>人力資源管理</a> > <span>人力資源管理?？普撐睦?/span> </div> <div id="8hh5rq1ip" class="ar_con_nr"> <div id="8hh5rq1ip" class="con_l fl"> <article class="ar_con bg louti"> <div id="8hh5rq1ip" class="ar_title"> <h1>人力資源管理專科論文例文</h1> <div id="8hh5rq1ip" class="ar_title_b"> <div id="8hh5rq1ip" class="sub_title clear"> <span id="8hh5rq1ip" class="sp2 c6 fl">時(shí)間：<time class="fxtime">2017-04-19 17:52:37</time></span> <span id="8hh5rq1ip" class="sp1 c6 fl"><em id="zuozhe" class="noshow">秋梅</em><em class="user_id noshow">1032</em>由 <em class="nickname"></em> 分享</span> <span id="8hh5rq1ip" class="fl arc_btn"></span> </div> </div> </div> <div id="8hh5rq1ip" class="y_ju"></div> <div id="8hh5rq1ip" class="con_article con_main" id="contentText"> <p>人力資源管理?？普撐睦?/p><p> 　　　人力資源指在一個(gè)國(guó)家或地區(qū)中，處于勞動(dòng)年齡、未到勞動(dòng)年齡和超過(guò)勞動(dòng)年齡但具有勞動(dòng)能力的人口之和。下文是學(xué)習(xí)啦小編為大家搜集整理的關(guān)于人力資源管理專科論文例文的內(nèi)容，歡迎大家閱讀參考!</p><h2> 　　人力資源管理專科論文例文篇1</h2><p> 　　試析企業(yè)人力資源培訓(xùn)管理體系建設(shè)</p><p> 　　人力資源管理體系在企業(yè)發(fā)展的過(guò)程中涉及到很多的環(huán)節(jié)，所以它是一個(gè)系統(tǒng)性的工作。它也是一個(gè)企業(yè)生存和發(fā)展過(guò)程中必須要重視的環(huán)節(jié)，所以必須要采取有效的措施來(lái)不斷的完善人力資源培訓(xùn)體系，只有這樣，我們才能在實(shí)際的工作中更好的去發(fā)揮各部門的作用。</p><p> 　　一、人力資源培訓(xùn)管理體系的現(xiàn)狀</p><p> 　　1.認(rèn)識(shí)上存在誤區(qū)</p><p> 　　在當(dāng)前的企業(yè)發(fā)展中，很多企業(yè)對(duì)人力資源培訓(xùn)管理都沒有一個(gè)科學(xué)的認(rèn)識(shí)，同時(shí)對(duì)培訓(xùn)的質(zhì)量也不是十分的關(guān)注，這樣就使得人力資源工作無(wú)法發(fā)揮其真正的作用，企業(yè)要想正常的運(yùn)行，必須要以科學(xué)的人力資源培訓(xùn)作為前提和基礎(chǔ)，但是在實(shí)際的工作中，企業(yè)對(duì)培訓(xùn)環(huán)節(jié)不是非常的關(guān)注，在培訓(xùn)質(zhì)量上把關(guān)不嚴(yán)，培訓(xùn)的內(nèi)容也不是非常的豐富，這樣就使得員工在以后的工作中沒有辦法很好的保證工作質(zhì)量，甚至還頻頻出現(xiàn)問題，所以必須要對(duì)企業(yè)的人力資源培訓(xùn)管理體系進(jìn)行改進(jìn)和完善。</p><p> 　　2.培訓(xùn)方式陳舊</p><p> 　　一些企業(yè)在人力資源培訓(xùn)和管理上采取的方法相對(duì)比較傳統(tǒng)，同時(shí)還缺乏多樣性，這樣就使得企業(yè)人力資源培訓(xùn)中只是對(duì)員工本職工作中的內(nèi)容進(jìn)行指導(dǎo)，一般不會(huì)觸及到其他的工作內(nèi)容，這樣也就使得員工對(duì)整個(gè)工作的了解比較片面。傳統(tǒng)的培訓(xùn)是采用講課的方式對(duì)其進(jìn)行培訓(xùn)，同時(shí)其內(nèi)容也會(huì)受到一定的限制，培訓(xùn)的效率和質(zhì)量都無(wú)法得到顯著的提高，在培訓(xùn)模式和內(nèi)容上都需要不斷的完善和更新，已經(jīng)無(wú)法適應(yīng)當(dāng)今社會(huì)的變化，所以企業(yè)要想在當(dāng)今時(shí)代更好的謀得發(fā)展，就必須要對(duì)培訓(xùn)的方式和培訓(xùn)內(nèi)容進(jìn)行有效的改進(jìn)。</p><p> 　　3.培訓(xùn)管理趨于混亂</p><p> 　　在人力資源工作中，培訓(xùn)管理實(shí)際上是不能忽視的一個(gè)環(huán)節(jié)，當(dāng)前我國(guó)市場(chǎng)經(jīng)濟(jì)在不斷的發(fā)展，很多企業(yè)在管理方面還存在著一定的不足，尤其是培訓(xùn)管理體系并不是非常的完善，這給企業(yè)的經(jīng)營(yíng)和發(fā)展都造成了一定的障礙。企業(yè)的人力資源管理體系之間是存在著緊密聯(lián)系的，如果各個(gè)部門之間不能夠很好的保持良好的統(tǒng)一性，管理體系也就無(wú)法發(fā)揮其作用。</p><p> 　　二、人力資源培訓(xùn)管理體系的建設(shè)策略</p><p> 　　1.梳理正確的培訓(xùn)理念</p><p> 　　樹立正確的人力資源培訓(xùn)理念在當(dāng)今企業(yè)人力資源培訓(xùn)管理工作中必須要具備的一個(gè)素質(zhì)，它也是管理體系得以順利建立的一個(gè)非常重要的基礎(chǔ)。同時(shí)其對(duì)于企業(yè)的健康發(fā)展也有著十分關(guān)鍵的作用，人力資源培訓(xùn)人員在實(shí)際的工作中一定要充分的考慮到企業(yè)當(dāng)前的發(fā)展現(xiàn)狀以及未來(lái)的發(fā)展方向。將培養(yǎng)專業(yè)性強(qiáng)，技術(shù)嫻熟的人才作為自身工作的終極目標(biāo)，這樣才能為企業(yè)培養(yǎng)出更多的人才。當(dāng)前市場(chǎng)經(jīng)濟(jì)的發(fā)展使得同行業(yè)甚至是不同行業(yè)之間的競(jìng)爭(zhēng)日益的激烈，所以為了更好的保證企業(yè)女可以在激烈的市場(chǎng)競(jìng)爭(zhēng)中獲得更多的優(yōu)勢(shì)，企業(yè)必須要重視人才的建設(shè)。在現(xiàn)代企業(yè)的人力管理當(dāng)中，必須要將以人為本的理念貫徹到實(shí)際的執(zhí)行當(dāng)中。在工作中，應(yīng)該充分的考慮到員工的切身利益，同時(shí)根據(jù)員工的情況和需要有針對(duì)性的對(duì)其進(jìn)行培訓(xùn)。培訓(xùn)中應(yīng)該對(duì)員工個(gè)人的優(yōu)勢(shì)充分的挖掘和發(fā)現(xiàn)，這樣才能更好的為其安排合適的工作，在企業(yè)中也可以采用多種方式收集員工的意見，這樣才能更好的推進(jìn)人力資源培訓(xùn)管理體系的建設(shè)。</p><p> 　　2.建立培訓(xùn)管理制度</p><p> 　　建立培訓(xùn)管理制度是企業(yè)構(gòu)建人力資源培訓(xùn)管理體系的有效依據(jù)和基本保障。對(duì)整個(gè)培訓(xùn)過(guò)程的管理是企業(yè)人力資源管理最為關(guān)鍵的部分，只有有效分析、研究培訓(xùn)過(guò)程中可能出現(xiàn)的各種問題，才能夠保證企業(yè)整個(gè)培訓(xùn)工作的順利開展。建立培訓(xùn)管理制度能夠?qū)ε嘤?xùn)人員和被培訓(xùn)人員都起到有效的約束作用。只有遵守企業(yè)的培訓(xùn)管理制度，才能使培訓(xùn)的各個(gè)部分有序地銜接在一起，不存在混亂現(xiàn)象，有利于整個(gè)培訓(xùn)過(guò)程的管理。企業(yè)要想構(gòu)建人力資源培訓(xùn)管理體系，建立培訓(xùn)管理制度是必然選擇。企業(yè)人力資源培訓(xùn)管理體系的構(gòu)建是一項(xiàng)系統(tǒng)性的工作，必須建立相應(yīng)的培訓(xùn)管理制度為管理體系的各個(gè)部分設(shè)定一定的標(biāo)準(zhǔn)，讓培訓(xùn)人員按照設(shè)定的標(biāo)準(zhǔn)培訓(xùn)，這樣不僅有利于企業(yè)人力資源的綜合管理，更有利于企業(yè)管理水平的提升。</p><p> 　　3.科學(xué)制定培訓(xùn)科目</p><p> 　　每個(gè)企業(yè)的經(jīng)營(yíng)內(nèi)容和發(fā)展方向各不相同，如果采用死板的、固定的、統(tǒng)一的培訓(xùn)方案進(jìn)行培訓(xùn)管理體系建設(shè)的開展，將與培訓(xùn)管理體系建設(shè)工作的思想相背。相關(guān)人員要根據(jù)企業(yè)具體情況，深入到具體崗位，了解企業(yè)的經(jīng)營(yíng)狀況和員工的思想狀況，最終確定好合適的、適合本企業(yè)的培訓(xùn)科目和培訓(xùn)內(nèi)容。</p><p> 　　4.向員工灌輸可持續(xù)發(fā)展的思想</p><p> 　　很多員工認(rèn)為只要做好院前的工作就足夠了，然而二十一世紀(jì)是知識(shí)經(jīng)濟(jì)時(shí)代，也是信息大爆炸時(shí)代，更是市場(chǎng)競(jìng)爭(zhēng)異常激烈的時(shí)代。人力資源管理工作人員要在必要的時(shí)候想員工灌輸可持續(xù)發(fā)展的思想，要幫助員工形成企業(yè)發(fā)展、自我成長(zhǎng)的理念，推動(dòng)培訓(xùn)管理體系的建設(shè)。</p><p> 　　三、結(jié)語(yǔ)</p><p> 　　企業(yè)的人力資源培訓(xùn)管理體系建設(shè)的質(zhì)量直接影響到了企業(yè)競(jìng)爭(zhēng)力的提升，當(dāng)前企業(yè)之間的競(jìng)爭(zhēng)實(shí)際上就是軟實(shí)力的競(jìng)爭(zhēng)，軟實(shí)力很大程度上就是指人才。所以現(xiàn)在企業(yè)更加重視的就是人才的培養(yǎng)，不斷的強(qiáng)化了人力資源培訓(xùn)管理體系的建設(shè)，只有這樣，企業(yè)才能更加健康的發(fā)展。</p><h2> 　　人力資源管理?？普撐睦钠?</h2><p> 　　試談社會(huì)工作人力資源優(yōu)化與可持續(xù)發(fā)展</p><p> 　　1 社會(huì)工作人力資源勝任力模型的構(gòu)建</p><p> 　　勝任力模型又被稱為能力模型、素質(zhì)模型，其主要是指為了完成某項(xiàng)工作，而要求的一系列的不同的素質(zhì)或者能力，并且據(jù)此評(píng)價(jià)完成該項(xiàng)工作的人員是否有足夠的能力，或者是否具備完全與之相對(duì)應(yīng)的知識(shí)結(jié)構(gòu)等等。建立起勝任力模型，有助于形成更為科學(xué)的人力資源管理體系。</p><p> 　　勝任力模型的構(gòu)建方法眾多，本文基于社會(huì)工作人力資源管理的特殊性，采用如下方法和步驟，對(duì)社會(huì)工作人力資源管理模型進(jìn)行了構(gòu)建。具體的獲取方法如圖1所示。</p><p> 　　具體步驟如下：</p><p> 　　第一步，明確社會(huì)工作人力資源管理的具體需求，在對(duì)國(guó)內(nèi)外相關(guān)研究成果進(jìn)行梳理的基礎(chǔ)上，邀請(qǐng)專家初步設(shè)計(jì)社會(huì)工作通用崗位勝任力特征調(diào)查問卷。</p><p> 　　第二步，基于上述問卷開展調(diào)查，問卷共發(fā)放了220份，有效回收203份，有效回收率為92.27%，具有一定的代表性。在回收問卷之后，對(duì)調(diào)查結(jié)果進(jìn)行統(tǒng)計(jì)，結(jié)果梳理出提及的準(zhǔn)則層的指標(biāo)獲得的認(rèn)可度情況如表1所示。</p><p> 　　而后，采用SPSS軟件，進(jìn)行主成分分析，可以得到主成分得分系數(shù)矩陣如表2所示。</p><p> 　　據(jù)此，獲取了知識(shí)、個(gè)性、動(dòng)機(jī)、能力等四個(gè)維度的準(zhǔn)則層指標(biāo)。</p><p> 　　第三步，邀請(qǐng)人力資源專家，就上述四個(gè)準(zhǔn)則層指標(biāo)，采用德爾菲法進(jìn)行發(fā)散，獲取相關(guān)的指標(biāo)體系，最終得出指標(biāo)層指標(biāo)，并且運(yùn)用過(guò)往數(shù)據(jù)進(jìn)行驗(yàn)證，驗(yàn)證通過(guò)之后，得到具體的指標(biāo)體系。詳見圖2。</p><p> 　　基于同樣的方法和流程，可以得到指標(biāo)層的權(quán)重，社會(huì)工作人力資源指標(biāo)體系權(quán)重詳情如表3所示。</p><p> 　　2 社會(huì)工作人力資源優(yōu)化系統(tǒng)框架的建構(gòu)</p><p> 　　基于當(dāng)前社會(huì)工作人力資源管理中存在的問題，以及上文構(gòu)建的勝任力模型，文章構(gòu)建社會(huì)工作人力資源管理系統(tǒng)框架如圖3所示：</p><p> 　　如圖3所示，基于勝任力模型的社會(huì)工作人力資源優(yōu)化系統(tǒng)包含了五個(gè)方面的內(nèi)容：</p><p> 　　第一，人事信息管理，主要是基于勝任力模型，對(duì)相關(guān)人員進(jìn)行檔案、履歷的管理。</p><p> 　　第二，薪酬管理，基于勝任力匹配不同崗位的薪酬標(biāo)準(zhǔn)。</p><p> 　　第三，績(jī)效管理，基于社會(huì)工作人員對(duì)于崗位的勝任力，設(shè)計(jì)績(jī)效指標(biāo)并且制定相應(yīng)的考核流程，并基于此來(lái)計(jì)算相應(yīng)的績(jī)效薪酬。</p><p> 　　第四，招聘及崗位匹配，根據(jù)社會(huì)工作的實(shí)際需要，確定勝任標(biāo)準(zhǔn)，并據(jù)此對(duì)外進(jìn)行人才招聘，招聘工作完成之后，根據(jù)崗位要求，確定崗位勝任標(biāo)準(zhǔn)，完成崗位匹配。</p><p> 　　第五，培訓(xùn)管理，根據(jù)社會(huì)工作對(duì)人才的各項(xiàng)能力的需求，基于勝任力模型，分析在職工作人員的能力欠缺，制定有針對(duì)性的培訓(xùn)計(jì)劃。</p><p> 　　3 基于勝任力模型的社會(huì)工作人力資源優(yōu)化的可持續(xù)發(fā)展</p><p> 　　在構(gòu)建了上述的模型后，為了確保基于勝任力模型的社會(huì)工作人力資源優(yōu)化系統(tǒng)能夠可持續(xù)發(fā)展，還需要從如下幾個(gè)方面予以強(qiáng)化：</p><p> 　　3.1 宏觀層面的優(yōu)化策略</p><p> 　　從宏觀層面，要改善當(dāng)前社會(huì)工作人力資源管理中存在的各項(xiàng)問題，可能需要從如下幾個(gè)方面著手，予以優(yōu)化。</p><p> 　　(1)完善相關(guān)制度體系以提供制度保障。</p><p> 　　要對(duì)相關(guān)部門基于勝任力模型的社會(huì)工作人力資源優(yōu)化系統(tǒng)提供制度保障，尤其是在人才選拔制度、崗位責(zé)任制度、培訓(xùn)制度、績(jī)效考核制度以及薪酬制度方面，要嚴(yán)格根據(jù)有關(guān)方法、體系進(jìn)行制度的建設(shè)與完善，從而使得基于勝任力模型的社會(huì)工作人力資源優(yōu)化能夠在人力資源管理之中落實(shí)到實(shí)處，確保社會(huì)工作人力資源的可持續(xù)發(fā)展。</p><p> 　　(2)加強(qiáng)宣傳以更新觀念。</p><p> 　　在完成了基于勝任力模型的社會(huì)工作人力資源優(yōu)化工作，并且有針對(duì)性的對(duì)相關(guān)的制度進(jìn)行建設(shè)與完善之后，還需要加強(qiáng)宣傳，通過(guò)素質(zhì)模型手冊(cè)的發(fā)放、勝任力模型的使用以及具體的評(píng)價(jià)方法的選擇等方方面面，更新社會(huì)工作人員以及相關(guān)利益關(guān)系人員對(duì)于勝任力模型引入的認(rèn)知，革新社會(huì)工作人員人力資源管理的觀念，從而使得基于勝任力模型的社會(huì)工作人力資源優(yōu)化能夠得到更為廣泛的認(rèn)同和支持，確保相關(guān)工作的開展不會(huì)遇到不應(yīng)有的阻力。</p><p> 　　(3)制定合理的人才發(fā)展規(guī)劃。</p><p> 　　政府在宏觀層面，要加強(qiáng)社會(huì)工作人力資源的人才發(fā)展規(guī)劃。這種工作只能夠由教育行政主管部門根據(jù)當(dāng)前的社會(huì)工作人力資源的需求實(shí)際情況，有針對(duì)性的制定人才發(fā)展規(guī)劃，并且給予高校一定的引導(dǎo)，促成相關(guān)的專業(yè)的設(shè)立以及人才培養(yǎng)模式的創(chuàng)新，從源頭上為社會(huì)工作人力資源問題的解決提供支持。</p><p> 　　3.2 微觀層面的策略</p><p> 　　從具體的社會(huì)工作部門來(lái)看，其要對(duì)當(dāng)前的人力資源問題進(jìn)行優(yōu)化，可以從如下幾個(gè)方面著手：</p><p> 　　(1)積極建立學(xué)習(xí)型組織。</p><p> 　　當(dāng)前的社會(huì)發(fā)展非常迅猛，在社會(huì)經(jīng)濟(jì)發(fā)展的過(guò)程中，尤其是當(dāng)前的城市化進(jìn)程的持續(xù)推進(jìn)過(guò)程中，各種新的問題、新的矛盾層出不窮，同時(shí)科學(xué)技術(shù)的發(fā)展，也使得各種知識(shí)的更新節(jié)奏持續(xù)加快。如果社會(huì)工作者無(wú)法很好地更新自身的知識(shí)結(jié)構(gòu)，將導(dǎo)致社會(huì)工作人力資源無(wú)法利用內(nèi)生動(dòng)力實(shí)現(xiàn)可持續(xù)的發(fā)展。因此，社會(huì)工作部門必須要積極地建立起學(xué)習(xí)型組織，不斷地加強(qiáng)學(xué)習(xí)，將社會(huì)工作人員的在職學(xué)習(xí)與培訓(xùn)納入到績(jī)效考核體系之中去，并且使其與薪酬、晉升、福利待遇等明確掛鉤，刺激社會(huì)工作人員的積極性。</p><p> 　　(2)完善多重物質(zhì)激勵(lì)機(jī)制。</p><p> 　　要通過(guò)對(duì)社會(huì)工作部門的內(nèi)部收入分配關(guān)系以及薪酬制度進(jìn)行改革，加快拔尖的技術(shù)人才、服務(wù)人才以及高級(jí)技能人才的薪酬待遇與市場(chǎng)的接軌過(guò)程。在薪酬體系與福利體系的建構(gòu)方面，不能夠一味地追求平等，而是要在追求基本平等的前提之下，適當(dāng)?shù)睦蟛煌己藢蛹?jí)以及不同的薪酬層級(jí)之間的差距，從而使得薪酬與福利待遇真正能夠起到應(yīng)有的激勵(lì)作用。　　(3)構(gòu)建部門文化，加強(qiáng)思想激勵(lì)。</p><p> 　　當(dāng)前，我國(guó)的社會(huì)工作部門往往并不具備自身獨(dú)有的部門文化，社會(huì)工作部門工作人員雖然有自己的政治生活和民主生活，但在傳統(tǒng)的體制規(guī)制之下形成的文化氛圍，并不利于社會(huì)工作人員的成長(zhǎng)以及人力資源的可持續(xù)發(fā)展。</p><p> 　　有鑒于此，應(yīng)該基于社會(huì)工作部門自身的工作特性以及管理人員的風(fēng)格，塑造獨(dú)特的部門文化。在部門文化的塑造過(guò)程中，必須要非常重視以人為本理念的踐行，使得社會(huì)工作部門工作人員能夠在工作的過(guò)程中，充分地感受到部門對(duì)自身的關(guān)懷，除了等級(jí)、級(jí)別之外，能夠更多地感受到人情味。社會(huì)工作部門的領(lǐng)導(dǎo)要能夠以身作則，堅(jiān)持以人為本，要認(rèn)識(shí)到即便是在社會(huì)工作部門也是人才高于一切，只有擁有了這種價(jià)值觀，才可能將部門的人才當(dāng)作是組織最為重要的資產(chǎn)，才會(huì)認(rèn)為其值得信賴，也才會(huì)從心底里對(duì)其有所尊重。</p><p> 　　(4)構(gòu)建科學(xué)、公正、有效的績(jī)效評(píng)估體系。</p><p> 　　現(xiàn)代社會(huì)工作部門人力資源激勵(lì)機(jī)制與私人企業(yè)部門人力資源管理機(jī)制最大的差距可能即在績(jī)效評(píng)估體系的構(gòu)建及其作用的發(fā)揮之上。誠(chéng)然，目前我國(guó)的社會(huì)工作部門已經(jīng)建立起了自身的績(jī)效評(píng)估機(jī)制，但誠(chéng)如上文所述，由于社會(huì)工作部門的產(chǎn)品的無(wú)形性、社會(huì)工作部門工作人員崗位權(quán)責(zé)利的不明確性，導(dǎo)致績(jī)效考核難度極大，而且考核結(jié)果無(wú)法與激勵(lì)機(jī)制直接銜接起來(lái)。而在私人企業(yè)部門，由于其基本上都是基于不同崗位的工作內(nèi)容進(jìn)行定量化的考核，從而使得企業(yè)員工的工作績(jī)效能夠明確的在績(jī)效考核結(jié)果之中得以反映，且其績(jī)效考核結(jié)果與獎(jiǎng)懲、晉升、薪酬、福利與培訓(xùn)等直接掛鉤，這就使得績(jī)效考核的激勵(lì)效果非常顯著。</p><p> 　　有鑒于此，社會(huì)工作部門也需要參照企業(yè)構(gòu)建起科學(xué)、公正且有效的績(jī)效評(píng)估體系?？己朔椒ū仨氁ㄐ耘c定量相結(jié)合，通過(guò)加強(qiáng)基礎(chǔ)性的理論研究，對(duì)社會(huì)工作部門各個(gè)崗位的工作職責(zé)進(jìn)行指標(biāo)化，使其工作可以被量化，從而確保社會(huì)工作部門工作人員的工作績(jī)效能夠有明確的數(shù)據(jù)支撐，使其更為客觀，令人信服。此外，還應(yīng)該加強(qiáng)績(jī)效考核結(jié)果與社會(huì)工作部門工作人員的獎(jiǎng)懲、晉升、薪酬、福利與培訓(xùn)之間的聯(lián)系，適度拉開不同考核檔次之間的薪酬、獎(jiǎng)金、福利、晉升等的差距，使得績(jī)效考核具備更好的結(jié)果導(dǎo)向性。同時(shí)，也唯有如此，才可能使得社會(huì)工作人力資源能夠永遠(yuǎn)保持活力和積極性，才可能使其具備可持續(xù)發(fā)展的能力。</p><div> </div> <div> 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