摘要
I
摘要
人力资源决定着一个企业的成败、地方经济发展、国家科技经济进步、甚至
国家民族的昌盛兴败。人力资源管理因此也成为了现代企业管理的重要环节，人
力资源管理也更加接轨国际，呈现职业化、市场化、科学化、理论架构化的发展
趋势。人力资源与员工切身利益相关，也直接关系着企业的效益和发展，我国在
人力资源管理探索上起步较晚，理论系统性和成熟度不及发达国家，尚处于探索
发展时期

吉视传媒股份有限公司从最初的二十几人的中小型公司发展成了现在拥有
七千多人、涉及业务范围如此之广的上市企业，经历了三个公司阶段、两次增资，
注册资本达到 11 亿多，并于 2012 年在上海证券交易所 A 股 IPO 挂牌上市。随
着“三网融合”的推广及深入发展，吉视传媒积极响应国家号召，在相关政策法
规和制度要求下，做出了新的战略规划调整。然而，“三网融合”同时也带来了
很多新的发展机遇，为其他营业商带来了巨大商机，对吉视传媒来说既是机遇也
是挑战。随着市场潜在竞争对手的日益发展、市场替代品的涌现，吉视传媒传统
有线电视网络市场被迅速蚕食。近年来，吉视传媒有线电视基本收视维护业务业
绩出现下滑，传统的有线电视逐渐被新媒体网络电视业务取代。虽然吉视传媒劳
动力市场环境良好、人力资源充足，但是高层次、高技术含量人员仍然比较匮乏

同时面对着行业的新趋势，吉视传媒人力资源管理和规划需要重新做出调整

然而，长期以来，吉视传媒内部人力资源管理较为传统，依然沿用老办法，
领导层对人力资源管理缺乏战略性认识，缺乏现代科学管理方法，导致现在吉视
传媒人才结构失衡，人力资源受教育程度较低，高级管理人员缺乏新鲜血液和先
进思想、员工职业技能达不到岗位要求，专业知识体系不够、激励机制作用难以
发挥应有的效用、人才流失

吉视传媒人力资源管理上需要从以下方面进行优化。首先，吉视传媒需要对
企业的未来发展规划和目标有明确的定位，对企业人力资源规划有长期的正确的
预测和规划。同时，企业需要对人力资源管理有更加系统、战略性认识，提高自
身管理能力，采用更加科学的管理方法。增加员工职业技能培训并对进行技能考
核，引导员工对进行职业规划，提高员工的职业归属感和公司归属感，对自身发
展有清晰的蓝图也可以提高员工工作质量。建立短期或长期的更加有激励作用的吉林大学硕士学位论文
II
激励机制，提高员工热情、增加工作积极性

关键字：
人力资源管理，管理策略，三网融合，吉视传媒Abstract
III
Abstract
Human resources determines the success of an enterprise, the local economic
development, the development of national economic science and technology and even
national prosperity and progress. Human resources management is therefore also
became an important part of the enterprise management.Human resource management
also has the trend to be more international, professional, market and has scientific and
theoretical framework. Human resources not only related to employee interests, but
also the efficiency and the development of the enterprise. The exploration in human
resources management in China started late and the theory of systemic and maturity is
less than developed countries.The human resources in China now is still in the
exploration period of development.
JISHI Media starts from the initial twenty people companies and now has more
than seven thousand people with its business range in volved wildly.JISHI Media has
experienced three companies, two capital periods and the registered capital reached
more than 1.1 billion, and listed in 2012. With the promotion and development of
“Triple Play”, JISHI Media actively responded to the appeal of the state and the
requirement of the relevant policies and regulations system, made the new strategic
planning adjustments. However, the “Triple Play” at the same time also brought a lot
of new development opportunities and great business for other business trader. As for
JISHI media, it is both opportunity and challenge. With the development of the
market potential competitors, market substitute, the traditional cable television
network market is decreased rapidly. In recent years, basic cable TV viewing
maintenance business declines in JISHI Media. The traditional cable radio and
television gradually replaced by the new mainstream media network television
business. Although labor market environment and human resources is good, but the
lack of high-level, highly skilled person still exist. Facing the new trend of the
industry, JISHI Media, needs to adjust its human resource management and planning.
However, for a long time, JISHI media has a traditional internal human resources
management and still uses the old, the leadership lacks of strategic human resources吉林大学硕士学位论文
IV
management knowledge, modern scientific management method which made the
structure of workers unbalanced, human resource level of education is low, senior
management leaders lakes of advanced ideas. The professional skills of some workers
can’t meet the job requirements, system professional knowledge is not enough, and
utility of the incentive mechanism is difficult to play their role and the enterprise loses
its employees.
JISHI Media needs toop time human resource management from the following
aspects. First of all, JISHI Media needs to have a clear human resources planning and
positioning for the future and for a long time. At the same time, enterprise needs to
have more system, strategic knowledge on human resource management, improve
their management ability and adopt more scientific management methods. Improve
employees’ vocational skills by more lessons and take skill examination. Guide
employees to have their career planning to improve the staff&39;s sense of belong in go
profession and company.Employees with a clear blueprint in mind can also improve
the quality of work. Establish a short-term or long-term incentive mechanism,
improve staff work enthusiasm.
Keywords:
human resources management, management strategy, Triply Play, JISHI Media目录
V
目录
摘要 .... I
Abstract ........... III
目录 .... V
第一章绪论 .......... 1
1.1 研究背景及意义 . 1
1.2 国内外研究现状 . 1
1.2.1 国内研究现状 ........... 1
1.2.2 国外研究现状 ........... 2
1.3 论文主要研究内容及方法 ..... 3
第二章人力资源管理相关理论 ...... 7
2.1 人力资源管理基本概念 ....... 7
2.2 企业人力管理战略类型 ....... 7
2.2.1 累积型战略 .. 7
2.2.2 效用型战略 .. 8
2.2.3 协助型战略 . 8
2.3 企业人力资源规划内容 ....... 9
2.3.1 战略规划 ... 9
2.3.2 组织规划 ... 9吉林大学硕士学位论文
VI
2.3.3 制度规划 .. 10
2.3.4 人员规划 .. 10
2.3.5 费用规划 .. 10
第三章吉视传媒人力资源规划环境分析 ......... 12
3.1 吉视传媒现状分析 .......... 12
3.1.1 吉视传媒介绍 .......... 12
3.1.2 吉视传媒发展战略规划 .. 13
3.2 吉视传媒人力资源外部环境分析 ......... 14
3.2.1 政策分析解读 .......... 14
3.2.2 劳动力市场环境分析 ..... 16
3.3 吉视传媒人力资源内部环境分析 .......... 19
3.3.1 吉视传媒人力资源结构分析 .......... 19
3.3.2 吉视传媒人力流动情况 .. 22
3.3.3 吉视传媒人力需求预测 .. 24
第四章吉视传媒人力资源管理的问题及成因分析 . 26
4.1 吉视传媒人力资源管理存在的问题 ........ 26
4.1.1 人力资源规划与企业战略不同步 ....... 26
4.1.2培训体系缺乏科学完整性.. 26
4.1.3员工职业技能不足........ 27目录
VII
4.1.4 人 才结构失衡，人才梯队建设缺失 ..... 28
4.1.5 激励机制不健全，薪酬结构简单粗放 .... 28
4.1.6 人才流失现象显现........ 28
4.2 吉视传媒人力资源管理问题存在的原因 .... 26
4.2.1 管理层缺乏战略认识、重视不足 ...... 28
4.2.2 缺乏科学系统管理方法 .. 29
4.2.3 发展空间有限 .......... 30
第五章吉视传媒人力资源管理发展规划方案 ..... 32
5.1 规划目标及原则32
5.2 发展规划具体内容 .......... 33
5.2.1 人力资源管理制度的优化34
5.2.2
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