摘要
通过国家近几年对文创产业的大力发展，对于人才是文创产业发展的核心这一认识
越来越深刻。A 公司在随之发展的同时，人才培养、人才短缺等问题就愈加凸显。这不
仅是 A 公司目前有待解决的人力资源管理难题，同样，也是整个文创产业逐步衍生新业
务体系后，有待解决的人力资源管理难题

本文试图通过对国内外文创产业现有人力资源管理的相关文献研究，对 A 公司在创
新型新业务快速发展的情况下，重点提出了关于人力资源管理的几个核心建议

首先，通过对 A 公司新业务体系的介绍，分析 A 公司人力资源管理存在的一系列问
题，站在人力资源战略角度，为缓解 A 公司人才短缺、人才培养等问题，提出加强校企
之间人才培养的互动合作关系，使得双方人力资源得到积极充分的调动，实现供需互补
式人才培养模式，为加速后备人才培养提高效率

另一方面，面对 A 公司人才紧缺、引进难等问题，从更好地吸引人才，不断引进优
秀人才的角度出发，通过研究分析、归类，对史无前例的文创产业薪酬确立新标准体系，
采取近似行业集合的方式，搭建一套适合 A 公司具有一定市场竞争力的薪酬体系

再者，为加强公司内部的人才培养能力，创建“双向制”教学方式，可以不断巩固
和完善企业内部现有人员的行业经验，也可以给予需要培养的新人提供了学习的机会，
逐步建立一套公司内部的人才培养供给策略，实现自给自足。同时，也为文创产业人才
培养添砖加瓦

最后，建立公司内部的晋升、激励机制，使得人员在职业发展通道上，能够得到清
晰的认识，带动或激发、激励员工工作的积极性与创造性，以此，希望充分激活人力资
源的能动性

基本结论，通过研究国内外文创产业人力资源管理相关问题，将文创产业人力资源
管理建立于全球市场为导向的前提下，应用战略人力资源管理，加强内部人才队伍的供
给培养，建立开放式教学与管理机制，从而实现整体提升企业人才质量

关键词： 人力资源管理；培训；薪酬；激励
4Abstract
Through the country in recent years on the cultural industry&39;s strong development, for the
talent is the core of the development of cultural industries this understanding more and more
profound. A company in the development of the same time, personnel training, talent shortage
and other issues become more prominent. This is not only the A company&39;s current human
resource management problems to be resolved, the same, but also the entire text of the industry
gradually derived from the new business system, to be resolved after the human resource
management problems.
This paper attempts to put forward some key suggestions on human resource management
in the case of A company&39;s rapid development of innovative new business through the relevant
literature research on the existing human resource management of domestic and foreign cultural
industries.
First of all, through the introduction of A company&39;s new business system, this paper
analyzes the problems existing in the human resource management of Company A, and points
out the problems of human resources strategy. In order to alleviate the shortage of talent and
personnel training, Training and cooperation between the two sides, so that both sides of the
human resources to be actively and adequately mobilized to achieve complementary supply and
demand personnel training model, in order to accelerate the training of reserve personnel to
improve efficiency.
On the other hand, the face of A company talent shortage, the introduction of difficult and
other issues, from the better to attract talent, continue to introduce talents from the point of view,
through research and analysis, classification, unprecedented innovation of the industry to
establish a new standard system, To take a similar set of industry, to build a set of A company
has a certain market competitiveness of the compensation system.
In addition, in order to strengthen the ability of personnel training within the company, to
create a two-way teaching methods, you can continue to consolidate and improve the existing
staff within the industry experience, you can also need to provide new training opportunities
for students, Set the company&39;s internal personnel training supply strategy, to achieve self-
sufficiency. At the same time, also for the cultural industry talent cultivation tiles.
Finally, the establishment of the company&39;s internal promotion and incentive mechanism,
so that personnel in the career development channel, can get a clear understanding, drive or
stimulate, motivate staff work enthusiasm and creativity, in order to fully activate the human
resources initiative.
Based on the research of human resource management in domestic and foreign cultural
industries, this paper puts forward the human resources management of Wencheng industry
under the premise of global market orientation, applying strategic human resource management,
strengthening the supply of internal talented personnel, establishing open teaching And
management mechanism, so as to achieve the overall improvement of the quality of corporate
talent.
Key words: human resource management；training；salary；incentive
56
目录
第 1 章 导论 .. 8
1.1 选题背景与研究意义 ......... 8
1.1.1 选题背景 ......8
1.1.2 研究意义 .....9
1.2 研究思路与研究方法 ........ 10
1.2.1 研究思路 ...10
1.2.2 研究方法 ...11
1.3 研究内容及拟解决关键问题 . 11
1.3.1 研究内容 ...11
1.3.2 拟解决的关键问题11
第 2 章 国内外相关文献综述及理论简述 . 13
2.1 文创产业的概念13
2.2 国内外文创产业人力资源管理相关文献综述14
2.2.1 国内文创产业人力资源管理文献综述....14
2.2.2 国外文创产业人力资源管理文献综述....15
2.2.3 国内外文献比较分析结论简述....16
第 3 章 A 公司人力资源现状及问题..... 17
3.1 A 公司概况 ... 17
3.1.1 A 公司背景介绍..17
3.1.2 A 公司的发展战略..........18
3.2 A 公司文创型新业务体系概述 18
3.3 A 公司现有人员概况及问题.. 20
3.3.1 A 公司文创型新业务体系外聘人力资源短缺...20
3.3.2 中高级人才薪酬竞争力低..........21
3.3.3 缺乏行业内多形式培训..22
3.3.4 缺乏建立晋升、激励机制..........23
第 4 章 A 公司主要问题成因分析....... 25
4.1 文创型新业务体系不成熟，导致人力资源匮乏 ......... 25
4.2 薪酬调研对标行业复杂，薪酬定位较难 ... 26
4.3 培训资源缺失，培训体系不健全 ......... 27
4.4 岗责不明，晋升、激励方法模糊 ......... 28
第 5 章 A 公司主要问题
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