發(fā)布時間：2018-04-19 06:36

  本文選題：建筑行業(yè) + 人力資源開發(fā)�。� 參考：《云南大學》2014年碩士論文

【摘要】：近年來,云南建工集團大力實施“轉方式,調結構”,經營項目向經營資源轉變,調整產業(yè)結構,踐行效益至尊,集團已由傳統(tǒng)的施工企業(yè)逐步發(fā)展成為集投融資、房地產開發(fā),工程項目總承包為一體的大型建設企業(yè)集團。在轉型發(fā)展的過程中,一方面受市場及政策影響,轉型發(fā)展的任務緊迫,一方面人才總量不足,結構不合理,適應轉型發(fā)展的人才匱乏等問題突出,制約轉型發(fā)展。如何適應轉型發(fā)展,做好人才開發(fā)工作,急待解決。 本文結合所在企業(yè)行業(yè)現(xiàn)狀、人力資源現(xiàn)狀,從人力資源組織體系建設、人才培養(yǎng)體系建設、激勵約束機制的建立、人才晉升體系建設、人才工作機制建設等方面,深入闡釋建工集團如何在轉型背景下,做好企業(yè)人力資源開發(fā)工作。目的是通過人才培養(yǎng)體系建設,明確人力資源管理分工,完善人力資源管理流程,使人力資源管理工作得到真正落實；通過激勵約束機制的建立,加強企業(yè)活力,極大限度發(fā)揮員工能動性,形成目標明確,考核到位,不斷改進的工作氛圍；通過人才晉升體系的建立,為員工提供公平合理的晉升通道,在企業(yè)內部形成能上能下,人才梯次成長的局面；通過完善溝通渠道,解決建筑施工企業(yè)溝通問題,縮短信息傳遞流程,使企業(yè)內部信息最快,最全面的共享。人力資源管理工作是企業(yè)文化落地的核心,通過發(fā)揮企業(yè)文化魅力,使企業(yè)內部“以人為本”的理念得到真正落實�？傊�,本文從務實的角度出發(fā),力求實效,提出一些解決對策,對建筑施工企業(yè)如何做好人力資源開發(fā)具有一定借鑒意義。
[Abstract]:In recent years, Yunnan Construction and Engineering Group has vigorously implemented "changing mode, adjusting structure", transforming management projects into management resources, adjusting industrial structure and practicing the highest benefit. The group has gradually developed from a traditional construction enterprise to a set of investment and financing.Real estate development, project contracting as one of the large-scale construction enterprise group.In the process of transformation and development, on the one hand, the task of transition and development is urgent, on the one hand, the task of transition and development is urgent; on the other hand, the total amount of talents is insufficient, the structure is unreasonable, and the talent shortage adapted to the transition and development is prominent, which restricts the transition and development.How to adapt to the transformation and development, do a good job of talent development, urgent need to be solved.According to the present situation of the enterprise industry and human resources, this paper focuses on the construction of human resource organization system, the construction of talent training system, the establishment of incentive and restraint mechanism, the construction of talent promotion system, the construction of talent working mechanism, etc.Explain in depth how the construction engineering group in the context of transformation, do a good job in human resources development.The purpose of this paper is to make the human resource management work really carry out through the construction of talent training system, to clarify the division of labor in human resource management, to perfect the process of human resource management, to strengthen the vitality of enterprises through the establishment of incentive and restraint mechanism.To give full play to the initiative of the staff, to form a working atmosphere with clear objectives, proper assessment and continuous improvement; to provide a fair and reasonable path for the promotion of employees through the establishment of a talent promotion system, and to form a capable and capable person within the enterprise.Through perfecting the communication channel, solving the communication problem of the construction enterprises, shortening the information transmission process, making the internal information of the enterprise the fastest and most comprehensive sharing.Human resource management is the core of enterprise culture. By giving full play to the charm of enterprise culture, the idea of "people-oriented" within the enterprise can be truly implemented.In a word, this paper, from a pragmatic point of view, strives for practical results, and puts forward some countermeasures, which can be used for reference in how to develop human resources in construction enterprises.
【學位授予單位】：云南大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.92

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本文編號：1771981