【作者】 张立；

【导师】 刘炳南；

【作者基本信息】 西安建筑科技大学 ， 管理科学与工程， 2004， 硕士

【摘要】 目前，我国大多数建筑企业在人力资源管理上存在着：职位分析不到位，分析方法滞后；绩效考核效果比较差，基本上是流于形式；薪酬水平长期偏低，内部公平性比较差；对员工的长期激励不足，在人员的使用上存在重使用、轻开发的问题。如何建立一套完整有效的建筑企业人力资源管理模式和激励机制一直是建筑企业改革的核心问题之一，也是解决我国目前建筑企业效率低下，企业竞争力较弱的有效途径之一。 本论文运用规范分析和实证研究相结合的方法，针对目前我国建筑企业人力资源管理在激励和评价方面制度不健全的现象，研究如何建立有效的人力资源管理模式和激励机制的问题。在深入调查和分析的基础上，参阅了国内外有关建筑企业管理和人力资源管理的文献资料，结合我国具体国情和经济发展现状，对建筑企业人力资源管理模式进行了创新，从制度上保证了人力资源管理的措施得以有效实施，并在课题研究的基础上，提出采用绩效管理、薪酬管理、企业文化激励相结合的新型激励方式。在经营者的分配形式上，比较了年薪制、年薪制加经理人持股、工资和奖金加股票期权三种方式的不足之后，提出新的薪酬方案。在对建筑企业人力资源管理效果的评价研究上有较大的创新，提出用模糊综合评价方法进行人力资源管理效果的评价，通过反映企业经济效果方面的指标、反映社会效果方面的指标、反映劳动效率方面的指标、反映人员结构方面的指标、反映人力资源管理方面的指标，五个方面共20个指标来衡量建筑企业人力资源管理的效果，从而有效解决了我国目前人力资源管理效果评价上的盲目性以及缺乏衡量指标的问题，为现阶段建筑企业管理者进行人力资源管理提供重要的参考和借鉴。更多还原

【Abstract】 At present, majority buildings enterprises in our country exist the serious defect on the human resources management, which is the analysed position unfit and method stagnant, whose examination effect is fairly wronger and is basically the become a mere formality, whose reward standard is over a long period of time low partially and internal fair nature is fairly wronger, whose encourage exist shortcoming and the question such as use to staffs using of personnel not recognition development etc. The crucial problem of state-owned enterprises is building a set of building enterprise complete manpower resources management model and incentive system, which is one of practical method to solve the uncompetitive and ineffective of state-owned enterprises.The thesis formulated the method of how to build an effective human resources management system and incentive system in construction enterprises by normative analysis and positive research, on the purpose to solve the problem of absence performance mechanics, illogical compensation structure. The thesis has innovation on the buildings enterprises human resources management based on the theory research. The author pointed out the comprehend compensation incentive method of performance management, compensation management and enterprises culture by deeply researching on realism and consulting related company with many reference. The thesis puts forward the new reward scheme in form in the distribution of management after comparing the shortcoming of three kinds of methods power of which are annual salary system and annual salary system adding manager person to hold thigh, wage and money award to add share phase. The great innovation of this thesis is evaluation method of the buildings enterprises human resources management effect by " fuzzy comprehensi on evaluation" , which is evaluation quotaused to weigh the building enterprise manpower resources managements five aspects totally 20 , such as the quota of enterprise economy effect aspect, the quota of enterprise society effect aspect, the quota of work efficiency, the quota reflects the personnel quota of structure aspect, the quota of manpower resources management aspects, in order to solve the paradox of human resources management and short of the question to weigh the quota . The conclusion of this thesis provided useful references for the manager of buildings enterprises of regulating human resources management.更多还原