高科技企业雇主品牌构建研究

发布时间：2018-02-14 04:16

本文关键词： 高科技企业雇主品牌流程设计要素模型保障　出处：《青岛科技大学》2009年硕士论文　论文类型：学位论文

【摘要】： 高科技企业由于其产品与服务的实用性,为社会的进步做出卓越贡献的同时,高科技企业也取得了长足的发展。随着经济的全球化和国际竞争的加剧,高科技企业面临着更大的挑战。高科技企业由于技术含量高,产品更新速度快,对掌握高等技术的雇员有更强的依赖,因此人才流失带来的危害就更大,满足员工的不同需求、吸引并留住优秀员工,对高科技企业的发展来说意义巨大。雇主品牌是上个世纪90年代由翰威特咨询公司引入中国,是企业的人力资源产品的品牌,是企业在人力资源管理过程中突出本企业特色,对员工做出价值承诺,对内激励员工努力工作,提高他们的忠诚度;对外吸引最优秀的人才加入,提高企业在人才市场上的知名度、美誉度、忠诚度和联想度。高科技企业构建雇主品牌有利于提升企业对人才的吸引和凝聚,有利于减少人才管理成本,有利于提升企业的整体竞争优势。本研究以品牌理论、雇主品牌理论和战略性人力资源管理理论为基础,以高科技企业为研究对象,运用文献分析法、归纳法、问卷调查法和因子分析法,在理论分析的基础上,进行了高科技企业雇主品牌构建的研究。本研究设计了构建雇主品牌的流程,该流程包括五个环节,分别是明确雇主品牌的指导原则、雇主品牌定位、确定雇主品牌的要素、构建雇主品牌工作的实施和雇主品牌构建的效果评估。在对北京、上海、深圳等地近20家高科技企业雇员调查基础上,设计了高科技企业构建雇主品牌的要素模型,该模型包括要素框架模型、数学模型和综合模型三部分。其中框架模型包括雇员基本利益、雇员未来发展、企业文化、企业实力和工作环境5个维度,总计36个要素;数学模型揭示了5个维度的重要程度;综合模型将高科技企业构建雇主品牌要素的5个维度从管理的角度整合为三大因素即基本因素、支持因素和附加因素,反映了高科技企业构建雇主品牌的工作内容和工作性质。为保证高科技企业雇主品牌构建的最终效果,本研究从企业战略保障、企业文化保障和企业制度保障3个方面给出了雇主品牌构建的保障。
[Abstract]:Because of the practicability of their products and services, high-tech enterprises have made remarkable contributions to the progress of society, and at the same time, high-tech enterprises have also made great progress. With the globalization of economy and the intensification of international competition, High-tech enterprises are facing greater challenges. Because of their high technological content, rapid product renewal and greater dependence on employees who have mastered advanced technology, the brain drain brings greater harm and meets the different needs of employees. Attracting and retaining outstanding employees means a lot to the development of high-tech enterprises. The employer brand was introduced into China by Hewitt Consulting in -10s, and is the brand of human resources products. Is the enterprise in the process of human resources management to highlight the characteristics of the enterprise, to make value commitment to the staff, to encourage employees to work hard to improve their loyalty; to attract the best talent to join, To improve the reputation, reputation, loyalty and association of enterprises in the talent market. The construction of employer brand in high-tech enterprises is conducive to enhancing the attraction and cohesion of talents and reducing the cost of talent management. It is beneficial to enhance the overall competitive advantage of enterprises. This study is based on brand theory, employer brand theory and strategic human resource management theory, and takes high-tech enterprises as research objects, using literature analysis, induction, questionnaire survey and factor analysis. On the basis of theoretical analysis, this paper studies the construction of employer brand in high-tech enterprises, and designs the process of building employer brand. The process includes five steps, namely, defining the guiding principle of employer brand, positioning employer brand. To determine the elements of the employer's brand, the implementation of the employer's brand construction and the evaluation of the effectiveness of the employer's brand building. Based on a survey of the employees of nearly 20 high-tech enterprises in Beijing, Shanghai and Shenzhen, This paper designs a key element model for the construction of employer brand in high-tech enterprises. The model includes three parts: factor framework model, mathematical model and comprehensive model. The framework model includes basic interests of employees, employees' future development, corporate culture, and so on. Enterprise strength and working environment are five dimensions, total 36 elements, mathematical model reveals the importance of the five dimensions; The comprehensive model integrates the five dimensions of building employer brand elements in high-tech enterprises from the perspective of management into three major factors, namely, basic factors, supporting factors and additional factors. In order to ensure the final effect of the construction of employer brand in high-tech enterprises, this study focuses on the strategic protection of enterprises. The guarantee of employer's brand construction is given in three aspects: enterprise culture guarantee and enterprise system guarantee.
【学位授予单位】：青岛科技大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：F272.92

【引证文献】