【作者】 陈波；

【导师】 吴继红；

【作者基本信息】 电子科技大学 ， 工商管理（专业学位）， 2015， 硕士

【摘要】 在市场竞争愈来愈激烈的今天,企业发展的挑战性愈发增强,如何推动企业在这样的环境下持续提升企业的竞争能力成为一个迫切需求解决的问题。企业的竞争归根结底是人力资源的竞争,企业人力资源管理水平是企业人力资源优劣情况的决定性因素。然而国内大多数企业,特别是民营企业在人力资源管理方面欠账很多。由于民营企业在发展前期大多把主要精力放在资金、市场上,而在人力资源管理方面的投入不足,因此企业人力资源管理方面的诊断及“治疗”就迫在眉睫。本文是笔者通过MBA课程的学习,结合自己在KMT公司人力资源管理诊断方面的工作经历,采用问卷调查、访谈、差距分析相结合的方法,通过对杨国伟的“天坛模型”和段磊“人力资源审计模型”以及其它人力资源诊断方法的学习、分析和综合,提出一种诊断KMT公司的人力资源诊断模型。通过标准化的诊断,希望能够全面、深入的对KMT公司人力资源管理问题进行有效的分析,以得出人力资源管理规划。利用该诊断模型,笔者基于公司战略分析KMT公司人力资源战略;基于标杆的人力资源管理在招聘管理、培训管理、绩效管理等模块的完备程度分析KMT公司人力资源管理完备程度;基于人力资源管控与组织、人力资源管理团队等方面的行业现状分析KMT公司人力资源管理专业程度。在此过程中,笔者寻找差距,发现根源,并根据公司能提供资源的情况,有轻重缓急的提出人力资源管理规划方面的建议,帮助公司解决人力资源管理方面的问题。更多还原

【Abstract】 With the market competition increasing nowadays, the challenge of enterprise development becomes more and more serious. How to promote the competition ability of enterprises in such environment needs to be solved urgently. Actually the competitions between enterprises focus on the human resources. For enterprises, the management level of human resource decides whether the human resource is good or bad. However, for most domestic enterprises in China, especially for private company, they do badly in the fields of human resource management. Since capital and market are focus primarily by private company, the investment to the human resource management is insufficient. Therefore, it is imperative to diagnose and cure the concerned problems which are involved in the human resource management.The author will combine the practical working experience and the knowledge which are learnt from MBA program, then find a diagnosing model of human resource for KMT by analyzing the Tiantan Model from Yangguowei and human resource audit model from Duanlei through the methods of questionnaire survey, interview and gap analysis. It is hoped to make the plan of human resource management for KMT after the standard diagnosing is adopted to analyze the problems which have existed in KMT.The diagnosing model will be used by the author to analyze the human resource management strategy based on the general strategy of KMT, the integrity of human resource management of KMT based on benchmarking management of recruiting, training and KPI, the professional level of human resource management in KMT based on the control and organization of human resource management, the team of human resource management. In the process, the author will focus on finding the gap and root reson, and finally find workable ways to solve the human resource management problems which KMT have now.更多还原