【作者】 吴海燕；

【导师】 张金隆； 鲁耀斌；

【作者基本信息】 华中科技大学 ， 管理科学与工程， 2006， 博士

【摘要】 随着人类社会进入知识经济时代,信息技术(IT)产业得以迅猛发展,对推进全球的经济进步做出了重要贡献。而在IT企业的发展过程中,关系到企业的业务发展乃至企业的生存问题的人力资源管理问题为企业家和研究者们普遍关注。而其中IT企业的人力资源流动管理作为贯穿整个人力资源管理体系的重要环节,更是越来越引起人们的重视。本学位论文在对国内外IT企业人力资源流动现状及发展进行综述的基础上,系统地论述了作者对我国现阶段中小型IT企业的研发人员流动问题的研究成果。本文采用理论分析与实证分析、定性分析与定量分析相结合的方法,综合运用管理科学、人力资源管理、统计科学、心理学、系统科学和信息科学等理论与方法,在确立本论文研究目标的基础上,结合国内外相关领域的研究现状,以中小型IT企业的研发人员流动管理问题为本文研究的核心问题,从企业人力资源管理者的角度,研究中小型IT企业的研发人员流入(招聘、甄选、录用)、研发人员内部流动(人员调配、职位升降、岗位轮换)、研发人员流出(流失)等环节。是一篇面向中小型IT企业人力资源管理实践的应用研究论文。本文研究和探讨的主要内容如下:首先,从分析我国现阶段中小型IT企业发展现状出发,阐述研究我国中小型IT企业研发人员流动问题的必要性;界定本文所讨论的人力资源流动问题是广义的流动含义,主要是站在企业组织管理的角度,从如何满足企业及员工发展战略的需要,又符合人力资源的发展规律出发来研究。同时对本文研究所涉及的人力资源流动及相关理论与方法进行详尽的综述。其二,对中小型IT企业的人员流入环节测评体系的设计进行深入讨论。针对IT研发人员的需求,分析IT研发人员的流入动机,并提出完善中小型IT企业吸引人才流入的机制的措施。鉴于招聘是IT研发人员流入的主要途径,就中小型IT企业员工招聘流程、招聘渠道的选择、招聘测评系统、招聘决策系统的设计等进行综合探讨。鉴于网络招聘是IT企业进行员工招聘活动的最主要方式,还详细讨论了网络招聘的相关问题。同时,在对现行的所有人才测评方法进行综述和相应比较的基础上,提出企业员工招聘人才测评程序,并在此基础上,提出一般企业员工招聘测评系统的理想模型和基于层次分析法的企业员工招聘理想决策系统模型。其三,对中小型IT企业的研发人员测评实用模型及招聘决策模型进行深入讨论。在前面提出的企业员工招聘理想测评系统和决策模型的基础上,融合我国现阶段中小型IT企业的特点,提出中小型IT企业研发人员招聘的简易实用模型,并对基于层次分析法的研发人员流入决策系统进行实证分析。着重研究了中小型IT企业最为普遍、招聘频率最高的职位——软件产品开发工程师的人才测评模型,并尝试性地将心理素质测评引入到招聘环节中,通过对人才测评在中小型IT企业招聘研发人员过程中的应用进行全面分析,并用实际工作中发生的典型案例和结果跟踪进行分析,验证了一个道理:在中小型IT企业研发人员的招聘过程中,不必花费太大的投资和投入,适当引入科学的人才测评项目,设计相对科学的简易实用的测评系统和招聘决策系统,是可以大大地提高招聘的成效的。而且该测评结果为企业对研发人员的内部流动和员工的职业生涯管理提供了基础。最后,提出博弈论引入IT研发人员的招聘过程进行讨论,以合理的试用期制度来提高招聘的成功率。其四,对中小型IT企业的研发人员内部流动及职业生涯管理进行讨论。人员调配、职位升降、岗位轮换都是研发人员内部流动(流过)的表现形式,提出如果要使研发人员内部流动有效率,必须科学地将这些手段成功地转换为企业进行员工职业生涯管理的方式的观点。同时重点分析探讨了中小型IT企业员工职业通道设计问题,对中小型IT企业员工职业发展通道进行拓展性地设计,为中小型IT企业的研发人员内部流动提供了多种途径,对中小型IT企业员工的工作丰富化提供了多种选择渠道。最后针对目前社会上热切关注的IT行业的人员招聘中的年龄限制现象(俗称“35岁现象”),进行了深刻剖析,并对其成因用多元线性回归模型进行实证调查研究。与此同时,还提出IT人应该积极正视自身职业生涯的转折点,端正心态,与时俱进,从容面对“35岁现象”的挑战的观点。最后,对中小型IT企业的研发人员流出(流失)因素和模型进行讨论。人员流失是人力资源外部流动的另一重要表现形式(流出),针对目前中小型IT企业的研发人员流失率普遍偏高的现状,在马奇和西蒙流失模型的基础上,建立了中小型IT企业员工流失模型,并用统计学中的因子分析方法对现阶段中小型IT企业员工的流失因素进行定量分析,希望能通过定量分析确定影响流失率的关键因素,对企业或行业决策有所帮助,同时在用实际量表调查分析的基础上进行相关的量化实证分析后,对该模型加以验证。更多还原

【Abstract】 As the human society enters into the era of knowledge-driven economy, the Information Technology (IT) has been developed rapidly, and has made important contribution to advancing global economic progress. Because the problems of human ressourcess management (HRM) concern not only the business development of enterprises but also the existence of enterprises, in the course of development of IT enterprises, problems of HRM are being paid close attention generally by the entrepreneur and researchers. Among them, the brains flow is regarded as the basic link of human ressources management to of IT companies and is attracting more and more attention from people.On the basis of review of the current situation and development of domestic and international IT enterprise’s Human resources flow, This dissertation systematically expounds the research results of the author about the Brains flow problems of small and medium-size IT enterprises currently in our country. The thesis uses the method of theoretical analysis combining with Empirical analysis and qualitative analysis combining with quantitative analysis. It also synthetically utilizes the theory and method of management science, human resources management, statistics science, psychology, systematic science and information science etc. On the basis of establishing the research goal of the thesis, it combines the research about the current situation of the relevant field of domestic and abroad. The Brains flow of IT enterprises is promoted as the key question of the studying of the thesis. In terms of human resources manager, the thesis studies brains indraught of IT enterprises (recruitment, selection, employment), internal flow (the personnel allocation, the position promotion and post rotating) and brains flowing out (the Staff’s loss) etc. It is the application-type thesis which faces the management practice of human resources management of IT enterprises in China. The main content of this thesis is as follows:First of all, from the start of analysing the current situation of the development of IT enterprise in China, the thesis explains the necessity of the research about small and medium-scale IT enterprise’s human resources flow in China, Carries on survey about the relevant theory and method that involves to the research of this thesis. It is decided that the meaning of human resources flow in this article is from the view of organization management, namely the brains flow of the enterprises.Secondly, the thesis discusses briefly about personnel introducing of IT enterprises (recruitment, selection and employment). Recruitment, selection and employment are the first-step configuring ways and means of human resources of enterprises. They are also the most elementary work in enterprise’s human resources management, and they concern a lot of links of enterprise management. The thesis organizes discussion about the recruitment procedure, choice of recruitment channels, design of employee test and assess system and decision model analysis of recruitment etc. Seeing that Online recuitment is the main way that IT enterprises carry on recruiting, it is discussed in-depth of the advantage, current situation of the online recuitment and the implement channels and steps which IT enterprises carry on the network recruit. The thesis has analyzed the questions that existed in the course of online recruiting of enterprises currently in China. Furthermore, it is proposed of the model for the standard testing and assessing system of the enterprises and the dicision-making system of recruiting based on analytic hierarchy process (AHP) method.Thirdly, it is pointed out that the scientific process of decision depends on testing and assessing system’s design and implementation. It is also proposed that the model for the testing and assessing system of IT technicians of small and mid-sized IT companies. Furthermore, through analysing in an all-round way the application of talent assessment to the technological staff‘s recruitment of one small IT company, and by effectively going on to follow with typical case and result that author met with in the real work experience, one truth is proved in the thesis: properly introducing the scientific test, assessment project and scientific dicision-making method in the course of recruitment of the technological staff of IT enterprise can improve the effect of the recruitment greatly.Fourthly, the thesis discusses about the personnel allocation, the position promotion and post rotating etc. which all are the means of internal flow of human resources of IT enterprises. It points out the the importanceof the staff’s career management of enterprise, proposes that in order for the internal flow of brains is very efficient, the managers must succeed in changing these means into the view that enterprises carry on career management ways of staff. At the same time, the thesis analyses especially the design of channels of IT enterprise’s brains’career development and develops the design of career channels of IT employee, provides a lot of channels both for the internal flow of IT employee. As to the“35 years-old people phenomena”, it is paied close attention to in the society of at present, the thesis makes the deep analysis and puts forward that IT people should face one’s own turning point of career actively, correct the psychology, follow closely with the request of the times and industry, grow with each passing hour and be with the calm view in the face of challenge of“35 years old people phenomenon”. Finally, to the current situations that the turnover rate of the staff of IT enterprises generally keeps on the high side at present, on the basis of the model of staff loss made by March and Simon, the thesis has set up IT enterprise’s loss models of staff. It attempts to make quantitative analysis to the staff loss factors of current IT enpterprises with factor analytical method of statistics in order to find the key factor which influences the rate of loss through quantitative analysis and help the decision process of the enterprises or the industry. At the same time, after analysing the relevant quantitative empirical ananlysis on the basis of the investigation and analysis with the actual quantity form, the model is proved succussfully.更多还原