 ==>> 点击下载文档 |
青岛市红岛经济区于 2012 年 5 月创建，截至 2016 年底区内集聚高科技企业
210 余家。因为起步较晚，区内高科技企业人才管理方式落后，通过调查研究，
人才管理问题已经影响了企业持续健康的发展，甚至出现人才难求的现象，以至
影响企业正常经营。为此，本文将供应链理论应用到青岛市红岛经济区高科技企
业的人才管理中，帮助企业精准地识别所需要的人才并使之尽快就任于合适岗
位，助力高科技企业无时差的人才供给及内部配置
本文共包括三个方面的研究内容。第一，对青岛市红岛经济区高科技企业人
才管理现状进行调查。通过调查问卷的设计、发放和统计，发现其人才管理方面
存在招聘渠道单一、培训形式单一、人才流失严重、人岗不匹配等方面的问题；
第二，构建青岛市红岛经济区高科技企业人才供应链管理模型。通过研究人才供
应链管理的可行性和必要性，结合供应链理论，构建区内高科技企业人才供应链
管理模型，该模型共包括三个主体、五个流程，并结合平衡计分卡，从财务、客
户、学习与成长、人力资源部管理质量四个维度构建高科技企业人才供应链管理
绩效评价指标体系，应用模糊综合评价法对人才供应链模型的绩效进行评价研
究；第三，以 A 公司为例进行实例研究。根据高科技企业人才供应链管理模型，
设计 A 公司的人才供应链，并对其绩效进行评价。通过研究，A 公司总体人才供
应链管理绩效评价良好，通过对每个维度进行评价，A 公司人才供应链管理中，
成本控制较好、客户满意度较高。从优化人才供应商、完善培训机制和激励机制、
优化内部流程、完善信息控制系统等方面对其提出改进建议
关键词：高科技企业 供应链 人才管理 模糊评价THE RESEARCH OF THE SUPPLY CHAIN
MANAGEMENT IN QINGDAO RED
ISLAND ECONOMIC ZONE OF
HIGH-TECH ENTERPRISES
Abstract
With the development of human capital as the most important capital of
enterprises, enterprises pay more and more attention to talent management. Especially
for the high-tech enterprises that focus on knowledge and technology, the level of
knowledge and technology directly affects the market competitiveness and sustainable
development of enterprises. As the carrier of knowledge and technology, talent
management has become the focus of human resource management in high-tech
enterprises. The quantity and quality of talents is the direct impact on the scale and
development of the industry. Once the number of talents has formed the scale, it
should strengthen the attention to the improvement of the quality of talents. Talent as a
core strategic resources of enterprises, only its solid foundation, the enterprise can
continue to develop well.
Qingdao City Red Island Economic Zone was established in May 2012, by the
end of 2016 the region gather more than 210 high-tech enterprises. Because of the late
start, the current lack of advanced talent management mode of high-tech enterprises in
the region, through the investigation and study, talent management problems have
seriously affected the healthy development of the enterprise continuously, even the
normal operation of the enterprises in the influence of talents. Therefore, this paper
will supply chain theory to talent management of Qingdao Red Island Economic Zone
of high-tech enterprises, help enterprises to accurately identify the personnel needed to
take office in the appropriate positions as soon as possible, the talent supply and
internal power configuration of high-tech enterprises without time.
This paper consists of three parts. First, through the questionnaire survey,
recruitment, training, incentive status of the management of Qingdao Red IslandEconomic Zone of high-tech enterprise talents, found the brain drain, the supply of
talent, lack of talent pool, blind people and post matching problems; second, the
construction model of Qingdao Red Island Economic Zone high-tech enterprise talent
supply chain management. Through the study of the feasibility and necessity of the
supply chain management, combined with the theory of supply chain, the model
consists of three main bodies and five processes. Combined with the balanced
scorecard, from financial, customer, learning and growth, the human resources
department of quality management four dimensions to construct the evaluation index
system of talent supply chain management performance, the application of fuzzy
comprehensive evaluation method to evaluate its performance; third, take A company
for example case study. According to the talent supply chain management model, the
talent supply chain management of A company is designed and its performance is
evaluated. A company&39;s overall talent supply chain management performance
evaluation is good, through the evaluation of each dimension, A company in the
supply chain management, cost control, customer satisfaction is higher. And from the
optimization of internal processes, improve the information control system, etc..
KEY WORDS：High-tech enterprise Supply chain Talent management
Fuzzy evaluation目 录
1 绪论 . 1
1.1 问题的提出 ...... 1
1.2 研究的意义 ...... 2
1.2.1 理论意义 ...... 2
1.2.2 实践意义 ...... 2
1.3 相关文献综述 .... 2
1.3.1 国外研究现状 .. 2
1.3.2 国内研究现状 .. 4
1.3.3 综述评价 ...... 8
1.4 研究内容与方法 .. 8
1.4.1 研究内容 ...... 8
1.4.2 研究方法 ...... 9
2 相关理论 ........ 10
2.1 高科技企业人才 . 10
2.1.1 高科技企业人才的界定 ..... 10
2.1.2 高科技企业人才的能力特征 . 10
2.1.3 高科技企业人才的素质特征 . 11
2.2 供应链管理理论 . 12
2.2.1 供应商选择理论 ........... 12
2.2.2 推动式与拉动式供应链 ..... 13
2.3 人力资源管理理论 ........... 13
2.3.1 人力资本理论 . 13
2.3.2 激励理论 ..... 14
3 青岛市红岛经济区高科技企业人才管理调查与分析 .. 15
3.1 青岛市红岛经济区概况 ....... 15
3.2 青岛市红岛经济区高科技企业人才现状 ..... 15
3.2.1 青岛市红岛经济区人才分布现状 ......... 15
3.2.2 青岛市红岛经济区人才需求现状 ......... 17
3.2.3 青岛市红岛经济区人才供给状况 ......... 173.3 青岛市红岛经济区高科技企业人才管理现状 . 18
3.3.1 问卷设计 ..... 18
3.3.2 调查实施 ..... 18
3.3.3 青岛市红岛经济区高科技企业人才管理存在的问题 ..... 18
4 青岛市红岛经济区高科技企业人才供应链管理模型的设计与评价 21
4.1 红岛经济区高科技企业人才供应链管理必要性和可行性分析 ........... 21
4.1.1 区内高科技企业人才供应链管理必要性分析 ........... 21
4.1.2 区内高科技企业人才供应链管理可行性分析 ........... 22
4.2 青岛市红岛经济区高科技企业人才供应链管理模型设计 ... 23
4.2.1 设计原则 ..... 23
4.2.2 设计步骤 ..... 24
4.2.3 模型构建 ..... 25
4.2.4 人才供应链管理的主要流程 . 26
4.3 青岛市红岛经济区高科技企业人才供应链管理绩效评价 ... 28
4.3.1 评价方法的选择 ........... 28
4.3.2 评价指标体系构建的原则 ... 29
4.3.3 评价指标体系的建立 ....... 30
4.3.4 权重的确定 ... 32
4.3.5 多层次模糊评价 ........... 34
5 青岛市红岛经济区 A 公司人才供应链管理案例分析 . 40
5.1A 公司简介 ...... 40
5.2A 公司人才盘点及需求规划 .... 40
5.2.1A 公司人才盘点40
5.2.2A 公司人才需求规划 ........ 41
5.2.3A 公司人才管理存在的问题 .. 41
5.3A 公司人才供应链管理模型的构建 .......... 41
5.3.1A 公司人才供应链供应商外部选择 ........ 41
5.3.2A 公司人才供应链构建 .......
。。。以上简介无排版格式，详细内容请下载查看
