人的主观能力性在如今知识网络经济时代中，得到了更大发挥的空间，在企业获得发 展所需要的资源中，人力资源的重要性日益凸显出来。企业在解决具体问题时依靠强大的 人力资源，从而得到更多的解决的方式和更好的解决办法。所以如何有效的管理人力资源 就显得十分重要。但是与人力资源管理的各种理论在企业的运用与发展研究相比，公共机 构的人力资源管理研究才刚刚起步，尤其是诞生于计划经济时代的事业单位，仍然延续着 计划经济时期古老传统的人事管理模式，严重落后于时代。 后勤服务类事业单位是我国事业单位中的一种类型，其主要体现形式是各行政部门下 属的机关服务中心，机关服务中心的主要工作职责是为其上级机关提供后勤保障服务。随 着国家机构改革向深层次发展，对机关后勤服务提出了更高的要求，随着事业单位分类改 革的推进，机关后勤服务的社会化改革使此类单位原有的人力资源管理模式已不适应新时 代机关后勤社会化的要求。 本文以某省直机关下属机关服务中心为例，运用人力资源管理理论，结合人力资源管 理的六个模块，采用实证研究的方法，通过调查问卷和外部实地调研，详细剖析了该后勤 服务事业单位在人力资源管理机构运行，绩效考核，薪酬分配，混合用工等方面存在的问 题，探究产生问题的原因。结合相关理论与 SJ 机关服务中心的实际情况，通过企业化班组 人力资源管理模式的引入与编外用工的合理剥离，给出了解决困局的思路和构建人力资源 管理部门，调整单位组织架构，建立有效绩效考核体系与薪酬分配制度的具体解决方法。 以此为普遍存在着类似现象的机关后勤服务类事业单位优化人力资源管理提供参考。 关键词：事业单位，机关后勤服务社会化，人力资源管理，绩效管理，编外用工山东建筑大学硕士学位论文 II ABSTRACT In today's era of knowledge-based network economy, people's subjective ability has been given more space to play. In order to obtain the resources needed for the development of enterprises, the importance of human resources has become increasingly prominent.Enter- prises rely on strong human resources to solve problems, so as to get more solutions and better solutions. Therefore, the management of human resources is particularly important.However, compared with the application and development of human resources management in enterprises, the study of human resources management in public institutions has just started, especially in institutions born in the planned economy era. It still continues the old and traditional personnel management mode, which is seriously behind the times. Logistics service institution is a type of institution in our country. Its main manifestation is the service center of the administrative departments. Its main duty is to provide logistic support services for its superior organs.With the further development of the reform of state institutions, higher requirements have been put forward for the logistic service of the organs. The socialization reform of the logistic service of the organs has made the original human resources management mode of such units no longer meet the requirements of the socialization of the logistic service of the organs in the new era. Taking the service center of a provincial directly affiliated organ as an example, using the theory of human resources management, combining six modules of human resources management, adopting the method of empirical research, through questionnaires and external field research, this paper makes a detailed analysis of the operation and performance appraisal of the logistics service institution in human resources management institutions. The problems in salary distribution, mixed employment and other aspects are discussed, and the causes of the problems are exploredbining the relevant theory with the actual situation of SJ service center, through the introduction of human resource management mode of enterprise team and the rational divestiture of non-staff, the paper gives the ideas to solve the dilemma, constructs human resource management department, adjusts the organizational structure of the unit, and establishes山东建筑大学硕士学位论文 III the concrete system of effective performance appraisal and salary distribution. Resolvent. In order to provide a reference for the optimization of human resource management in the institutions of logistic services, which have similar phenomena. Key Words: Public Institution, Socialization of Logistics Service in Organs, Human Resources Management, Performance Management, Supernumerary Staff山东建筑大学硕士学位论文 IV 目 录 摘要............................................................................................................................ I ABSTRACT................................................................................................................II 第 1 章 绪 论..............................................................................................................1 1.1 论文选题背景和意义............................................................................................................1 1.1.1 选题背景.......................................................................................................................1 1.1.2 研究意义.......................................................................................................................2 1.2 国内外相关文献综述............................................................................................................3 1.2.1 国外相关文献综述........................................................................................................3 1.2.2 国内相关文献综述.......................................................................................................4 1.3 研究思路与研究方法............................................................................................................5 1.3.1 研究思路........................................................................................................................5 1.3.2 研究方法........................................................................................................................7 1.4 创新点与可行性分析............................................................................................................8 1.4.1 可能的创新点................................................................................................................8 1.4.2 可行性分析...................................................................................................................9 第 2 章 人力资源管理与事业单位人力资源管理的相关理论............................ 10 2.1 人力资源管理相关理论......................................................................................................10 2.2 事业单位人力资源相关理论概述......................................................................................11 2.2.1 事业单位的概念与分类.............................................................................................11 2.2.2 事业编制与编外用工的概念.....................................................................................12 2.2.3 后勤服务类事业单位人力资源.................................................................................12 2.3 事业单位与企业人力资源管理的异同..............................................................................13 2.4 事业单位改制......................................................................................................................14山东建筑大学硕士学位论文 V 第 3 章 SJ 机关服务中心人力资源管理状况分析................................................16 3.1 单位基本状况......................................................................................................................16 3.2 单位人力资源情况..............................................................................................................17 3.2.1 编制人员的职务、年龄与学历结构.........................................................................17 3.2.2 编外人员的岗位、年龄与学历结构.........................................................................18 3.2.3 SJ 机关服务中心人力资源特点.................................................................................19 3.3 单位人力资源管理工作开展情况.....................................................................................