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华中科技大学硕士学位论文武汉BDX公司人力资源研究姓名：徐江华申请学位级别：硕士专业：工商管理指导教师：周水银20080430IBDXBDXBDXIIAbstractThemiddleandsmallenterprisesarenecessarypartsoftheeconomyofChinafortheirirreplaceablerolesinenhancingsocialistmarketdevelopment.ButinChinapoorhumanresourcehasbeenanobstacleonmostmiddleandsmallprivateenterprises’development.Itisveryimportanttostudythefoundationanddevelopmentofthehumanresourcestrategyinthemiddleandsmallenterprises.Inviewofthis,thispaperchoosesasmallprivateenterprisewhosalescommunicationproductandnamesBDXcompanytoanalysis,byanalyzingBDXplightofthehumanresourcesmanagement,raisesitshumanresourcesdevelopmentandmanagementsolutionandresearchthehumanresourcesdevelopmentandmanagementofChina'smiddleandsmallprivateenterprises.Thispaperbrieflyintroducesthehumanresourcesmanagementtheoriesbothathomeandabroad.ThenthispaperchoosestheBDXcompanyastheobject,studiesitshumanresourcesmanagement,findstheexistingproblemsintheBDXcompanysmanagementofhumanresourcesbytheinvestigationofemployeesatisfaction.Atlast,thepaperconcludestherectificationmeasures,andexploressuitablehumanresourcesmanagementsystemforChina'ssmallprivateenterprise.KeywordsHumanResourceManagementEmployeesatisfactionCompensation111.119993322920028040834.2519992349.7220026729.8538.771999127.24200223899.5143.27%1999682.0520021608.1633.10%2010GDP40%60%1999-200238.32%39.79%[1][2][3][4]3036.7%52.3%2[5].[6]BDX1.21MBABDXBDX:32BDXBDX3BDXBDXBDXBDX421903XYZ[7]1954[8]2.12.1.1[9]61523456[10]2.1.2[11]61:23:475[12][13]2.2[14]2.2.1202020.(FredenrickWinslowTaylor)8F&L.Gilbreth.(HenryL.Gantt)92.2.220202080.19301960196019802.2.319801980102.311[15]XYXXXYYY.Z2-1X,Y,Z2-2X,Y,Z122-1XYZXYZ2-2XYZXYZXYZ13ZYX2.42.4.1[16]14[17]123456715[18]1993-1994150012345[19]2.4.2116234[20]2.51981198417[21](Chadwick)(Cappelli)1999[22]2141.2%[23]21[24]18193BDX3.1BDX3.1.1BDXBDX19963100BDXMOTONOKIASONYERICSSONSUMSUNGSIEMENS20012003550TCL2004MOTONOKIASONYERICSSONSUMSUNGBDX203.1.2BDXBDX1218321MOTONOKIA21114223-1BDX213-1BDX3.1.3BDX2007BDX5110413-13-23-33-43-10511191600%09.821.5737.2531.37003-20531100%05030101000223-3008181500%0019.543.936.6003-45040-5030-4020-3020015450%029.888.20BDX31.37%9.8%19.5%80%3.2BDX1BDX2BDX23BDXBDXBDX3BDXBDX4BDXBDX+++≥90%=90%=50%G70%=70%≤G≤100%=+G2()100G≤140%=+G()24G140%=+G2()GG=M/N*100%=/*100%NBDX1003.3BDX1BDXBDX3-5BDX3-5BDX2001200220032004200520062007223344333343442BDX253BDX264BDXBDXBDX4.1BDX4.1.1[25]PorterLawer[26][27]274.1.2(singleglobalrating)(summationscore)[28]1957MSQ(MinnesotaSatisfactionQuestionnaire)1002020:(abilityutilization)(achievement)(action)(advancement)(authority)(companypoliciesandpractices)(compensation)(coworkers)(creativity)(independence)(moralvalues).(recognition)(responsibility)(security)(socialservices)(socialstatus)(supervision-humanrelations)(supervisiontechnical)(variety)(workingcondition)20MSQ2012()8()(Spector,1985)((JobSatisfactionSurvey)36(4)28[29]4.1.3BDXBDX314454-1BDXBDX54-1BDX123294-1BDX123304.1.4BDX4.1.5BDX5151454-214-324-434-213.623.3253.1564-323.83.33.83.73.53.2314-323.53.6333.23.483.22.94-433.634.83.634.63.8343.43.63.23.83.22.63.23.83324-43433.843.243.43.42.2333.23.243.83.82.23.63.43.234.23.633.41.84BDX334.2BDXBDXBDXBDX1BDXBDX2BDXBDX3BDXBDX34BDXBDX4BDXBDXBDXBDX5BDXBDX35BDX6BDXBDX4.3BDX4.3.1BDXBDXBDX1[30]362BDX344.3.2BDXBDX37BDXBDX1BDXBDXBDX24.4BDX4.4.1BDXBDX38BDX4-5BDX4-5BDX232222394.4.2BDX1BDXBDX3%-5%2BDX5%-8%BDX3BDX404.4.3BDX1BDXBDX2BDXBDX3BDX414BDXBDX5BDXBDX25%BDX10%13%615%642BDXBDX43BDXBDXBDXBDXBDX5145BDXBDXBDX44200842345[1].2003.2003-12-8[2]..2002(10):22-23[3]..2001(12)9-11[4]..2002(10):32-33[5],..2002,20(2)35-38[6],.,...2003[7]...:1999[8]...2006[9]..2006[10]..1999[11]...1999[12]..2005[13]..1999(6):15-16[14]..2001[15]..1996[16]..2000[17]..1996[18]..1997[19]..199646[20]..2002[21]...2004[22]CChadwick,Cappelli.Alternativestogenericstrategytypologiesinstrategichumanresourcemanagement[M].Greenwich,CTJAIPress,1999[23]..2004,26(2)17-21[24]..2006(12)43-44[25]..2002[26]..1998[27]..2002(11)22-23[28]..2004(2)8-10[29]..2002(2)14-15[30]..2002(11)10-11[31]BarneyJ.Firmresourceandsustainedcompetitiveadvantage.JournalofManagement,1991.17:99-129[32]StephenP.Robbins.OrganizationalBehavior.NinthEdition.PrenticeHa11,2001[33]B.M.MeglinoandE.C.Ravlin.IndividualValuesinorganizations:Concept,Controversies,andResearch.JournalofManagement,1998,24(3):45-47[34]C.Ostroff.theRelationshipBetweenSatisfaction,Attitudes,andPerformance:AnOrganizationalLevelAnalysis.JournalofAppliedPsychology,December,1992:23-25[35]W.H.Mobley,R.W.GriffethH.H.Hand,andB.M.Meglina.ReviewandConceptualAnalysisoftheEmployeeTurnoverProcess.PsychologicalBulletin1979.493-522[36]RalstonD,YuKCetal.ThecosmopolitanChinesemanagers.Journalof47internationalmanagement,1996,2(2):34-36[37]CascioWF.Managinghumanresources.4thed,McGraw-Hill,1995[38]GordonJR.Organizationalbehavior.5thEd.PrenticeHall,1992[39]WalkerJW.Humanresourcestrategy.McGraw-Hill,1992[40]MilkovichGT,NewmanJM.Compensation.BusinesssPublicationsInc,1984[41]BairdLSetal.Performanceappraisalsourcebook.HRDPress,1982[42]BemardinHJetal.Performanceappraisal-asse