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上海交通大学硕士学位论文转入现代人力资源管理的切入点姓名：张建洪申请学位级别：硕士专业：工业工程指导教师：仰书纲20040801ABSTRACTENTERINGPOINTTOMODERNMANPOWERRESOURCEMANAGEMENTABSTRACTUndersocialisticmarketeconomysystem,whenenterprisesarespeedingstrategyadjustmentandreform,conventionalhumanresourcemanagementmodelhasbecomeunadaptabletofiercecompetitionandchangeablemarket.Since“talents”isthekeyfactorincompetition,humanresourcemanagementcannottintheleastcontinuetobeactingasasupportingroleinadministrationbutbeliftedtoanimportantmanagementstatus.Byfocusingonhumanresourcedevelopment,lookingforenteringpointtomodernmanpowerresourcemanagementofSLOF,thispaperputsforwardtheconversionstrategiesandmeasuresofSLOFconventionalsalarymanagementinnewenvironment.Itpresentstheevolvementofhumanresourcemanagementinhistory,illustratestheimportanceofconventionalsalarymanagement’sconversionintoamodernhumanresourcemanagementinmaintainingthevitalityofABSTRACTstate-ownedenterprisesinChapter1.ItintroducestheSLOFdevelopmenthistory,analyzestheevolvementofSLOFsalarymanagement,developsSLOF’sstrategyplaninChapter2.ItstatestheconflictsandproblemsinSLOFsalarymanagementandmakescomparisonwithdomesticexcellententerprisesofthesamestandardbasedonstatisticsofSLOFlabormanagementactualityinChapter3.ItpointsoutthetypicalproblemexistinginSLOF’humanresourcemanagementatpresent,analysesthereasonslyingbehindinChapter4.Itdescribesmodernhumanresourcemanagementtheories,supplieswithhumanresourcemanagementmodelsofsuccessfulenterprises,suggestsreformmeasuresofSLOF’humanresourcemanagementinChapter5.ItstatesindetailstheconversionstrategiesandmeasuresofSLOFconventionalsalarymanagementin5aspectsincludingconstructinghumanresourcesystem,laborstandardsystem,supportingsystem,enterprisecultureandtalentdevelopmentsystem,humanresourcedevelopmentprogram,putsforwardrelativereformmeasuresforSLOFinnextperiodoftimeinChapter6.Tosumup,itputforwardsforSLOFmeasuresofestablishing5systemsandhumanresourcedevelopmentprogrambyreviewingevolvementofhumanresourcemanagement,modernhumanresourcemanagementtheoryandcharacteristicsofstate-ownedenterprises’humanABSTRACTresourcemanagement,analyzingSLOFsalarymanagementactuality,existingproblemsandconflicts,comparingwithadvancedenterprisesinahopethatitcanhelpdirectthetransitionofSLOFconventionalpersonneladministrationreform.KEYWORDS:SLOFHumanResourceManagementReformEnteringPoint200412820041282004128111lllllll2Fig.1-1LaborageReformHistoryofSLOF3124119203019111923192419321933220405019515XYXYYZ.320608061960.W.1964.S.420907-8-82856.1211996,4.319982.620000.5Fig.2-1TheMainBattlefieldofSLOF’SExploresandDevelopment1955-9-1661960117196141688.1,1996125196531191134103619662197161180198420001987300019913355.19198982019932141163.8199862000528-10-,,,,,,,,-11--12-200622Fig.2-2SLOFLayoutof3Objectives1200620062660-267020061010020061002006150220042203-13-62.8-14-230530Fig.3-1StructureSketchofSLOF’sFirst,SecondandThirdEchelon-15-Fig.3-2ClassificationofEmployeesatWorkinSLOFFig3-3DistributingofEmployeesnotatWorkinSLOF-16-Fig.3-4DistributingofEducationDegreeofWorkersinSLOFFig.3-5StructureofAgeofWorkersinSLOF-17--18-32-19-1199521993-20-31-21-22()-22--23-llll,llllllll12-24-34-25-lllllll,llllll1-26-2345-27--28-Fig.5-1SuccessfulEnterprises’ManpowerResourceManagementModel123-29-4-30-56GE207010-31-7500HAY-32-1lllllllllllll-33-2380-9020-3045-34-6-35-6161Fig.6-1ReformMeasuresforSLOF’sConventionalLaborageManagement-36-lllllllllll,lllllll-37-lllllllllllllllllllll-38-llllllllll-39--40--41--42-,-43-Fig.6-2ManpowerResourceManagement’sTurningTrendfromHumanOrientedtoLawOrientedllllllll-44-Fig.6-3FlatformforEstablishmentofModernManpowerResourceManagement-45-“”-46--47-“”“”“”“”-48-64-49-Fig.6-4ManpowerResourceDevelopmentLayoutofSLOF-50--51--52--53--54-[1]DanielP.SkarlickiandRobertFolger.HRMRspecialissue:fairnessandhumanresourcesmanagement.HumanResourceManagementReview.291B0098[2]JamesJ.Kline.TheDevelopmentofHumanResourceManagementinQualityAwardWinningGovernments.JournalofOrganizationalExcellence.290[3]W.LeeHansen.Developingnewproficienciesforhumanresourceandindustrialrelationsprofessionals.HumanResourceManagementReview.291B0098[4]DeniseSkinner,MarkN.K.Saunders.Humanresourcemanagementinachangingworld.StrategicChange.714[5]CHINAHR[6]8420028[7]420028[8]20026[9]17220024[10]20021[11]2002171[12]20026[13]5/99[14]3120012[15]21320016[16]20034[17]20017-55--56-0202-57-1582004-12-82004128转入现代人力资源管理的切入点作者：张建洪学位授予单位：上海交通大学相似文献(10条)1.期刊论文崔明霞石油企业人力资源管理策略研究-中国科技博览2010,(11)现代工业对油气资源需求的越来越大,石油工业面临着增产稳产的双重压力,使人们认识到人力资源越来越成为左右石油企业未来的关键因素.本文针对石油企业人力资源管理的现状,结合石油工业的发展趋势,对石油企业未来的人力资源管理策略提出了相应的改进建议和意见,以期通过这些改进,让石油企业在日趋激烈的市场竞争环境下,保持企业的持续稳定发展.2.学位论文郭长玉胜利油田人力资源管理战略研究2005本文就胜利油田人力资源发展战略进行了研究，提出了胜利油田人力资源管理战略方向和战略发展规划。本文第一章阐述了人力资源管理在企业管理中的发展历程，提出顺利实现劳动人事制度改革，是保持国有企业旺盛生命力的关键。第二章介绍了胜利油田的发展历程，分析了胜利油田人力资源管理的演变过程，给出了胜利油田战略发展规划。第三章在统计分析胜利油田人力资源管理现状的基础上，提出了胜利油田人力资源管理存在的矛盾和问题，并就胜利油田人力资源管理与国内同类型优秀企业人力资源管理，进行了差距对比分析。第四章描述了现代人力资源管理理论，给出了成功企业人力资源管理模型，并就胜利油田劳动人事制度改革提出了战略方向和应遵循的策略。第五章从构建人力资源管理体系、构建劳动标准体系、构建配套机制体系、构建企业文化和人才成长体系五个方面，阐述了胜利油田人力资源发展战略规划，提出了胜利油田今后一个时期劳动人事制度改革的具体措施和发展方向。3.会议论文姜鹏飞.