大连理工大学专业学位硕士学位论文
摘
要
伴随着我国经济的发展，各行业产业结构的不断优化升级，企业数字化信息化的趋
势不断蔓延。在传统软件外包行业的变革趋势下，各家软件外包公司业务面临升级转型。
国内劳动力成本的提高以及技术类复合型人才的短缺等现象，导致企业转型后在人力资
源管理方面出现了问题，企业需要更灵活的人力资源配置制度，更合理地管理内部人员
以促进企业的健康长远发展。
本文以A公司大连技术创新事业部人员配置管理为研究对象，以人力资源配置理论、
员工与企业环境匹配理论、人力资源预测理论等理论方法作为依据，将A公司大连技术
创新事业部人员配置管理现状的情报收集、梳理后，调研了部门业务转型后人力资源配
置管理方面现存的项目内部加班现象日益严重、项目经理跨项目调配人员困难、员工对
项目安排岗位的不满、员工与岗位之间关系不稳定等四个问题，基于人力资源的工作负
荷状况、总量配置、质量配置、结构配置的角度，通过问卷设计以及内部访谈的结果识
别关键问题。利用鱼骨图法与归因法等定性定量等分析方法挖掘关键问题的成因：原人
员配置管理已难负荷新业务需求增速、原人员配置管理受项目布局限制、原人员配置管
理对员工考虑不足、原人员配置管理缺乏绩效与资源配置规划。
本文建议部门从配置流程、配置结构、人岗匹配、人岗关系四个方面因素优化企业
的人员配置管理，具体实施举措为建立动态的人员配置管理系统；构建矩阵式项目人员
配置结构；强化基于双向选择的岗位配置管理；建立员工与项目岗位间的共同绩效机制。
并且以提升相关方的业务能力与沟通能力；完善软件全周期式的岗位管理；加速复合型
人才队伍的建设；推进共享员工机制的实施作为保障措施。
本文研究意义是基于公司长远发展战略，设计科学化、人性化的人力资源配置管理。
通过其提高人岗匹配程度、激发员工潜能、提高员工工作效率，以合理地应对外部人力
资源需求变化，帮助企业培养更多的复合型人才迎接未来的机遇与挑战。
关键词：人员配置；跨项目管理；人力资源；软件外包
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A公司大连技术创新事业部人员配置管理研究
The Research on Personnel Management of The A Company Dalian
Software Technology Group
Abstract
With the development of the economy, the continuous improvement and upgrading of
the industry structure, and the further evolution of the globalization, the trend of enterprise
digitization is spreading. Under the changing trend of traditional software outsourcing
industry, software outsourcing companies upgrade and transform their businesses.However,
with the increase of domestic labor costs and the shortage of high-tech talents and the
emergence of other problems, enterprises need to introduce more flexible systems to allocate
internal personnel to promote the stable development of enterprises.
In this thesis, the management cases of the software technology department of A
company was used as the study object. Based on the theory of human resource, matching
degree of employee and enterprise environment, human resource and other theories, relevant
information was collected through questionnaire design and internal interview, and by
qualitative and quantitative analysis methods such as fishbone diagram and attribution
method.After collecting, ordering, summarizing and analyzing the allocation condition, the
thesis selected and investigated four cases occurred after the department's business
transformation such as excessive work load of project , difficulty of manager in allocating
resources across projects, dissatisfaction of project employees with new positions, and
unstable relationship between employees and positions. the key factors causing problems were
found: the department develops rapidly after the transformation and the position allocation
frequency is accelerated, which requires more rotation of new position allocation and changes
with the original demand for personnel resources; The project manager cannot get resources
outside the project set due to the limitation of project layout; The configuration plan is
insufficient for the consideration of employees' ability and personal willingness; The
configuration plan is lacked of long-term post planning.
This thesis suggests that the department should optimize the personnel allocation from
four aspects so as to better solve the current human resource allocation problems in the
department: Information configuration to reduce configuration load; Expansion of the total
allocation by upgrading the department organization configuration structure; Two-way
selection with employees' ability and willingness; Personnel and cost control and allocation.
The specific measures are listed as follows: Simplifying personnel allocation process and
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大连理工大学专业学位硕士学位论文
establishing intelligent personnel allocation dynamic system; Promoting the deployment and
implementation of cross-project/project set staffing; Matching multi-dimension position based
on two-way selection; Establishing a common performance mechanism between related
personnel and position. Four safeguard measures should be taken: Broadening communication
channels and enhancing the business capability of the configuration team; Establishing a
full-cycle position allocation and assessment mechanism; Accelerating talent team construction
and talent resource reserve; Reducing project costs and strengthening personnel cost control
through job rotation and employee sharing.
The significance of this thesis is from the perspective of company development strategy
and project management, with the more scientific and humanized personnel allocation plan is
implemented, there will constantly optimize the matching degree between positions and
employees, and then stimulate the potential of employees to improve the efficiency of
employees . It is for the future development and challenge to train more compound talents for
enterprises to cope with the change of external human resource demand by rational allocation of
internal resources.
Key Words：Personnel Allocation; Cross-Project Management; Enterprise
Transformation; Software Outsourcing
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