【作者】 张毕勇；

【导师】 汪波；

【作者基本信息】 天津大学 ， 企业管理， 2008， 硕士

【摘要】 人才是当今知识经济的核心要素,企业的人力资源竞争核心是人才竞争。企业人力资源的开发与管理,成为其获取竞争优势的关键。我国人力资源管理技术近十年取得了长足发展,对经济建设起到了重要推动作用,但在实践中存在的问题亦逾发突出,传统的人力资源管理已经不能很好地适应企业变革与发展的需要。为应对这一形势,人力资源管理正在进行空前的变革,战略性人力资源管理逐步受到重视。在人力资源管理的研究中,心理动力学理论的发展建立了关于人力资源管理的新人性假设,并发展出一系列新标准、检验手段和保证体系,可以在人力资源管理的各个方面进行应用,尤其是在人员识别、管理和使用方面更加显示出独具特色的与以往人力资源管理体系只重视岗位所不同的优势。人力资源管理正在向以基于心理动力的胜任特征为核心的体系转变。心理动力学为企业人力资源管理的实践,提供了一个全新的视角和有力的工具,为人力资源管理的各个环节,如:工作分析、人员招聘、员工培训、绩效管理、职业生涯规划等提供了理论依据。因此,对心理动力学的研究思路、进展以及在人力资源管理中应用实践不断进行总结、探讨,对我国企业人力资源管理有重要的指导意义。本文运用理论与实践相结合的方法,在对心理动力学理论进行梳理的同时构建了一个新型人力资源管理体系。本文的结构分为六章,根据逻辑结构又可以分为四个部分。第一部分即第二章为背景及问题提出部分,详细阐述了我国企业人力资源管理的现状及存在的问题。第二部分为理论模型创新部分,包括第三章和第四章,着重介绍了心理动力学的理论基础,详细论述了心理动力学的最新理论成果,以此为基础构建了新型人力资源管理体系。并详细介绍了基于心理动力学的职业风格测试系统的设计与开发,对《职业风格测验》指标分析进行了阐述。第三部分即第五章为理论模型应用部分,介绍分析了心理动力学在人力资源管理各个部分:工作分析、人员选拔、绩效管理、薪酬管理、员工培训、职业发展方面中的应用情况。第四部分为本文的结尾部分,包括第六章和结束语,提出了心理动力学在人力资源管理应用中存在的问题及改进方向,指出了本文的创新点及今后的研究方向。本文主要的预期创新:形成新的心理动力学理论;基于心理动力学关于人格的构想开发《职业风格测验》(DACT),并设计出应用软件;提出新的人性假设观,藉此构建新型人力资源管理体系,并在企业内开展实践活动。更多还原

【Abstract】 Human resource are the core elements of today’s knowledge-based economy, the enterprise’s core competitiveness of human resources is the competition for talent. Human resources management technology in China for nearly 10 years has made considerable development, economic construction has played an important role in promoting, but in practice there is also the issue over the highlight, the traditional human resource management has not well adapted to the changes and development of enterprises need. To deal with this situation, the psychodynamics theory of human development on the establishment of a new human resources management. Psychodynamics for enterprise management of human resources practice provides a new perspective and powerful tool for human resources management in all aspects, such as: job analysis, recruitment, staff training, performance management, career planning, such as a theoretical basis. Therefore, the psychodynamics of ideas and progress in human resources management have important guiding significance in China.This article attempts to set up the human resource management system based on the Psychodynamics, furthermore, we analysis the new development of Psychodynamics. The study framework as follows: the first part is the foreword, it will introduce the background,meaning and proposition that we will study; The second part is theoretical model innovation part, including chapter three and four, focusing on the theoretical basic of psychodynamics, which discuss in detail the latest theoretical result of psychodynamics, and based on it form a new human resource management system. And introduce based on the psychodynamics of the Dynamic-action career style test system’s design and development of Dynamic-action career style test on the analysis of the indicators. The third part is to chapter five of the application of theoretical model, introduce and analysis the psychodynamics of human resources management in various parts: job analysis, selection, performance management, salary management, staff training, and career development of the situation. The forth part is the end part of this paper, including chapter six and conclusion, which made in the psychodynamics of human resources management in the application of the existing problems and improve the direction; the paper pointed out that the innovation and future research directions.This article’s main expected innovation: to form a new psychodynamics theory, based on the personality of Psychodynamics theory to implore Dynamic-action career style test, designed application software; assumed by a new human hypothesis viewpoint to form a new Human Resource Management System, and in practical activities carried out within the enterprise.更多还原