【作者】 谢勇；

【导师】 吴继红；

【作者基本信息】 电子科技大学 ， 工商管理硕士（专业学位）， 2018， 硕士

【摘要】 随着战略人力资源管理的重要性不断提升,在VUCA(volatility,uncertainty,complexity,ambiguity,不稳定、不确定、复杂、模糊)时代,人力资源管理已成为企业竞争优势的新的来源。如何通过企业人力资源管理水平的提升,有效改善组织绩效,是人力资源管理领域的重要研究问题。汽车产业是国民经济的支柱产业,汽车零部件产业是汽车产业链上最重要的一环,在剧烈的技术变革和激烈的市场竞争中,我国的自主汽车零部件企业面临巨大的生存和发展压力,人力资源管理水平成为制约企业转型升级的关键瓶颈。本文以FL公司为一个具体范例,力图通过对FL公司的深度解析为民族汽车工业的崛起从人力资源领域寻找到一条可行的路径。AMO(ability,motivation,opportunity,能力-动机-机会)模型是战略人力资源管理领域用于解释高绩效工作系统与企业绩效之间关系,打开“黑箱”的重要理论工具。本文以AMO模型为主要的分析框架,综合运用了文献回顾、文档分析、深度访谈、问卷调查和案例研究等研究方法,对FL公司的人力资源管理水平进行了系统的诊断。在全面分析FL公司所面临的内外部发展环境和企业人力资源现状的基础上,文章从员工能力、员工动机、员工机会三个维度呈现了FL公司各项人力资源管理政策的缺陷和不足,并在参考博世和三星两家标杆企业人力资源最佳实践的基础上,提出了具体可行的改进建议。文章拓展了AMO模型的解释和应用场景,对自主汽车零部件企业的人力资源管理提升有一定的借鉴意义,具有重要的理论和实践价值。文章也存在一定的缺点和不足,未来可在此基础上,通过更科学的研究方法得出更为丰富的研究结论。更多还原

【Abstract】 With the increasing importance of strategic human resource management,in the VUCA era,human resource management has become a new source of competitive advantage.How to effectively improve organizational performance through the improvement of corporate human resource management level is an important research issue in the field of human resource management.The automobile industry is the pillar industry of the national economy.The auto parts industry is the most important part of the automobile industry chain.In the fierce technological changes and fierce market competition,China’s independent auto parts enterprises are facing tremendous survival and development pressure.The level of human resource management has become a key bottleneck restricting the transformation and upgrading of enterprises.This article takes FL company as a specific example,and tries to find a feasible path from the human resources field through the deep analysis of FL company for the rise of the national automobile industry.The AMO model is an important theoretical tool for explaining the relationship between high-performance work systems and corporate performance in the field of strategic human resource management and opening up the “black box”.This paper takes AMO model as the main analytical framework,and comprehensively uses literature review,document analysis,in-depth interview,questionnaire survey and case study to systematically diagnose FL company’s human resource management level.Based on a comprehensive analysis of the internal and external development environment and the current situation of human resources faced by FL,the article presents the defects and shortcomings of FL’s various human resource management policies from three dimensions: employee ability,employee motivation and employee opportunity.Based on the best practices of human resources in Bosch and Samsung,we put forward specific and feasible suggestions for improvement.The article expands the interpretation and application scenarios of the AMO model,and has certain reference significance for the improvement of human resource management of autonomous auto parts enterprises,which has important theoretical and practical value.The article also has certain shortcomings.On the basis of this,we can draw more abundant research conclusions through more scientific research methods.更多还原