国有建筑企业人力资源危机预警系统研究
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摘要
改革开放以来,我国国有建筑企业得到了长足的发展。国有建筑企业已经成为了我国国民经济的重要组成部分,对我国国民经济的发展贡献了极大的力量,也已经成为了推动我国整体经济发展水平的一支重要力量。可以说,国有建筑企业的发展对我国国民经济的快速健康发展具有非常重大的意义。但与此同时,我们应该看到,制约我国国有建筑企业快速良好发展的相关障碍性因素依然存在,其发展过程中所遭遇到的经营、财务、销售、人力资源等各个方面的危机往往会导致国有建筑企业发展步伐的减缓。根据一些研究机构的调查可以发现,人力资源危机已经成为企业最经常面临的危机。随着我国改革开放的深入推进,国有建筑企业所面临的人才竞争环境也变得更为复杂与不稳定,特别是外资建筑企业进入我国市场,需要从本土挖掘人才,人才的争夺更加激烈。而且国内民营建筑企业的兴起,也使竞争环境更加恶劣复杂。因此,研究国有建筑企业人力资源危机预警机制,及时预警企业面临的人力资源危机,并提出预控方案,对于国有建筑企业及时防范人力资源危机,将不利损失降低到最低程度,并促进本企业的长期可持续发展具有非常重要的理论意义和实际价值。
本文的研究是在对国内外企业危机管理理论及对策,特别是企业人力资源危机管理方面的相关理论及对策进行回顾的基础上,结合国有建筑企业人力资源管理现状及存在的问题,对构建国有建筑企业人力资源危机预警机制进行了初步的构想,主要包括国有建筑企业人力资源危机预警模型构建、工作流程分析、指标选取和权重确定以及预警指标和系统评价等方面的内容。构建科学合理且具有较强针对性的人力资源危机预警指标体系是构建国有建筑企业人力资源危机预警系统的关键。本文选取3个一级指标,6个二级指标,23个三级指标来构建国有建筑企业人力资源危机预警指标体系,然后用层次分析法确定各个指标的权重,最后运用模糊综合评价法来确定企业具体的人力资源危机预警度。另外,以湖南省内某国有建筑企业为案例进行实证研究,分别测定各层次指标的危机预警度,并综合得到该企业人力资源危机预警处于低度危机状态的结论,很好地验证了指标体系选取的合理性和系统的可行性。论文最后结合前文相关预警机制研究提出了合理的国有建筑企业人力资源危机防范策略。
本研究运用了定性与定量分析相结合的研究方法,对国有建筑企业人力资源危机预警机制进行了比较系统的深入研究。本文具有自身特色的地方是：在国有建筑企业人力资源危机预警指标体系的构建过程中,全面考虑到此类企业特定的人力资源的行为特征及管理特征,有针对性的选取能够直接反映此类企业人力资源管理状况的指标来衡量企业的人力资源危机状态,尤其是引入多级模糊综合层次评价模型来评价国有建筑企业的人力资源危机预警度,并能够通过个案研究进行实证分析,进一步检验设定的人力资源危机预警指标体系及评价模型的科学性与可操作性,有力地支撑了论文的观点。
Since the reform and opening up, China's state-owned construction enterprises have got a considerable development. The state-owned construction enterprises has become an important part of our national economy, contributed a great deal of strength to the development of China's national economy, has also become an important force in promoting China's overall level of economic development. It can be said that the development of state-owned construction enterprises has great significance on the rapid and healthy development of China's national economy. At the same time, however, we should see obstacles still exist that ristrict the rapid and sound development of China's state-owned construction enterprises, and encountered in the development process, operational, financial, sales, human resources and other various aspects of crisis often lead to the slowdown in the pace of development of state-owned construction enterprises. According to a survey conducted by the research institutions we can found that the crisis in human resources has become the most common crisis. With in-depth progress of China's reform and opening up, competition for talent environment of the state-owned construction enterprises have to face has become more complex and unstable. In particular, with the foreign construction enterprises entered the China's market, there will be a more intense competition for talent with local enterprises. And with the development of the domestic private construction enterprises, the competitive environment is becoming more harsh and complexity. Therefore, the study of state-owned construction enterprise human resources crisis early warning mechanisms for timely warning enterprises are facing the crisis in human resources, and the pre-control program, it has an important theoretical and practical value for state-owned construction enterprises in a timely manner to prevent the crisis in human resources, minimize the adverse loss and promote long-term sustainable development of the enterprise.
This study is based on the domestic and foreign enterprises crisis management theory and countermeasures, especially the corporate human resources crisis management theory and countermeasures, combined with the status of state-owned construction enterprise human resource management and problems, building human resources crisis early warning system of the state-owned the construction enterprise. It mainly includes the model of the state-owned construction enterprise human resources crisis early warning, workflow analysis, index selection and weight to determine the aspects and evaluation of the early warning indicators and system. Build a scientific and rational and highly-targeted human resources crisis early warning indicator system is the key of building a state-owned construction enterprise human resources crisis early warning system. This paper selects three level indicators, six second indicators,23three indicators to build a state-owned construction enterprise human resources crisis early warning indicator system, and then use the AHP to determine the weight of each index, and finally the use of fuzzy comprehensive evaluation method to determine the enterprise specific human resource crisis warning degree. In addition, a state-owned construction enterprises in Hunan Province, for the case of empirical research, measured at all levels and degrees of crisis early warning indicators, and get the conclusion of the corporate human resources crisis early warning is in a low state of crisis, and test and verify the index system select the rationality and feasibility of the system. Finally, integrate with the early warning mechanism of the previously and proposed the human resources crisis prevention strategy of state-owned construction enterprises.
In this study, with the combination of qualitative and quantitative research methods, we make a systematic in-depth study on the human resources crisis early warning mechanism of state-owned construction enterprise. The distinctive place of the article is:in the build process of the state-owned construction enterprise human resources crisis early warning indicator system, fully take into account the behavioral characteristics of such firm-specific human resources and management features targeted selected to reflect such corporate human resources management status of indicators to measure the state of the human resources crisis. Especially with the introduction of multi-level fuzzy comprehensive level evaluation model to evaluate the degree of state-owned construction enterprise human resources crisis early warning, and make empirical analysis through case studies, further examination the science of the human resources crisis early warning index system and operability of the evaluation model, strongly support the view of the paper.
本文的研究是在对国内外企业危机管理理论及对策,特别是企业人力资源危机管理方面的相关理论及对策进行回顾的基础上,结合国有建筑企业人力资源管理现状及存在的问题,对构建国有建筑企业人力资源危机预警机制进行了初步的构想,主要包括国有建筑企业人力资源危机预警模型构建、工作流程分析、指标选取和权重确定以及预警指标和系统评价等方面的内容。构建科学合理且具有较强针对性的人力资源危机预警指标体系是构建国有建筑企业人力资源危机预警系统的关键。本文选取3个一级指标,6个二级指标,23个三级指标来构建国有建筑企业人力资源危机预警指标体系,然后用层次分析法确定各个指标的权重,最后运用模糊综合评价法来确定企业具体的人力资源危机预警度。另外,以湖南省内某国有建筑企业为案例进行实证研究,分别测定各层次指标的危机预警度,并综合得到该企业人力资源危机预警处于低度危机状态的结论,很好地验证了指标体系选取的合理性和系统的可行性。论文最后结合前文相关预警机制研究提出了合理的国有建筑企业人力资源危机防范策略。
本研究运用了定性与定量分析相结合的研究方法,对国有建筑企业人力资源危机预警机制进行了比较系统的深入研究。本文具有自身特色的地方是：在国有建筑企业人力资源危机预警指标体系的构建过程中,全面考虑到此类企业特定的人力资源的行为特征及管理特征,有针对性的选取能够直接反映此类企业人力资源管理状况的指标来衡量企业的人力资源危机状态,尤其是引入多级模糊综合层次评价模型来评价国有建筑企业的人力资源危机预警度,并能够通过个案研究进行实证分析,进一步检验设定的人力资源危机预警指标体系及评价模型的科学性与可操作性,有力地支撑了论文的观点。
Since the reform and opening up, China's state-owned construction enterprises have got a considerable development. The state-owned construction enterprises has become an important part of our national economy, contributed a great deal of strength to the development of China's national economy, has also become an important force in promoting China's overall level of economic development. It can be said that the development of state-owned construction enterprises has great significance on the rapid and healthy development of China's national economy. At the same time, however, we should see obstacles still exist that ristrict the rapid and sound development of China's state-owned construction enterprises, and encountered in the development process, operational, financial, sales, human resources and other various aspects of crisis often lead to the slowdown in the pace of development of state-owned construction enterprises. According to a survey conducted by the research institutions we can found that the crisis in human resources has become the most common crisis. With in-depth progress of China's reform and opening up, competition for talent environment of the state-owned construction enterprises have to face has become more complex and unstable. In particular, with the foreign construction enterprises entered the China's market, there will be a more intense competition for talent with local enterprises. And with the development of the domestic private construction enterprises, the competitive environment is becoming more harsh and complexity. Therefore, the study of state-owned construction enterprise human resources crisis early warning mechanisms for timely warning enterprises are facing the crisis in human resources, and the pre-control program, it has an important theoretical and practical value for state-owned construction enterprises in a timely manner to prevent the crisis in human resources, minimize the adverse loss and promote long-term sustainable development of the enterprise.
This study is based on the domestic and foreign enterprises crisis management theory and countermeasures, especially the corporate human resources crisis management theory and countermeasures, combined with the status of state-owned construction enterprise human resource management and problems, building human resources crisis early warning system of the state-owned the construction enterprise. It mainly includes the model of the state-owned construction enterprise human resources crisis early warning, workflow analysis, index selection and weight to determine the aspects and evaluation of the early warning indicators and system. Build a scientific and rational and highly-targeted human resources crisis early warning indicator system is the key of building a state-owned construction enterprise human resources crisis early warning system. This paper selects three level indicators, six second indicators,23three indicators to build a state-owned construction enterprise human resources crisis early warning indicator system, and then use the AHP to determine the weight of each index, and finally the use of fuzzy comprehensive evaluation method to determine the enterprise specific human resource crisis warning degree. In addition, a state-owned construction enterprises in Hunan Province, for the case of empirical research, measured at all levels and degrees of crisis early warning indicators, and get the conclusion of the corporate human resources crisis early warning is in a low state of crisis, and test and verify the index system select the rationality and feasibility of the system. Finally, integrate with the early warning mechanism of the previously and proposed the human resources crisis prevention strategy of state-owned construction enterprises.
In this study, with the combination of qualitative and quantitative research methods, we make a systematic in-depth study on the human resources crisis early warning mechanism of state-owned construction enterprise. The distinctive place of the article is:in the build process of the state-owned construction enterprise human resources crisis early warning indicator system, fully take into account the behavioral characteristics of such firm-specific human resources and management features targeted selected to reflect such corporate human resources management status of indicators to measure the state of the human resources crisis. Especially with the introduction of multi-level fuzzy comprehensive level evaluation model to evaluate the degree of state-owned construction enterprise human resources crisis early warning, and make empirical analysis through case studies, further examination the science of the human resources crisis early warning index system and operability of the evaluation model, strongly support the view of the paper.
引文
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