中小企业成长期的人力资源管理：以TL公司为例

上海交通大学硕士学位论文中小企业成长期的人力资源管理：以TL公司为例姓名：王雷疆申请学位级别：硕士专业：工商管理指导教师：唐宁玉20060115TLTL12TL3TLTLHUMANRESOURCEMANAGEMENTINSMALLANDMEDIUMENTERPRISESDURINGGROWTHPERIOD:TAKETHECASEOFTLCOMPANYABSTRACTThisthesisstudiedthechangingdemandofsmallandmediumenterprisesduringthefastgrowthstageaftertheinitialstartupphase,theinitialhumanresourcemanagementsystemcannotsatisfiedtherequirementoffastgrowthoftheenterprises.ThecasestudyonTLcompanyanalyzedthesituationofthiscompanyanddiscussedthehumanresourcemanagementstrategyandsolutionplan.Theobjectivesofthisthesisarelistedinbelow:1.Remindthesmallandmediumenterprisesinthegrowthstage,withoutasuitableandeffectivehumanresourcemanagementsystemtheenterpriseswillfinallyencountertheinternaldestruction.2.Analyzetheproblemthesmallandmediumenterprisesencounteredinthegrowthstage.3.Asatypicalsmallcompanyinthegrowthstage,thecasestudyonTLcompanyprovidethereferenceonhumanresourcemanagementstrategyforsmallandmediumenterprises.Mostofthelocalsmallandmediumenterprisesseldompaymuchattentiononhumanresourcedevelopment,thegrowthoftheenterprisesdoesnotmatchthehumanresourcemanagement.Thissituationmakesthehumanresourcemanagementthebottleneckofthedevelopmentofthesmallandmediumenterprises.Withoutthepropersolution,theenterprisewillencounterseriousproblemindevelopment.TLcompanyisatypicalenterpriseinthisstage,whichisjustaftertheinitialstartupofthecompanyandstartthefastgrowth.Afterthesystematicallyanalysisandstudyoftheproblemencounteredinthisspecialstage,thisstudyprovidethehumanresourcemanagementsolutionplanfortheTLcompany.Astheconclusionbasedonhumanresourcemanagementtheoryandcasestudy,thesmallandmediumenterpriseingrowthstageneedsthecoordinationintheorganization,andfocusmoreontheperformancebasedevaluation.KEYWORDS:humanresourcemanagement,smallandmediumenterprises,GrowthPeriod202002513GDP30%GDP70%50198071419537TL5230153(2005)10002008TLTL1031209611M031209B20061152006115MBATL11.132253901001005020033241-11-1()()()300-20003003000-3000030004000-400004000600-30006003000-3000030004000-400004000100-5001001000-1500010004000-400004000100-2001003000-3000030004000-400004000MBATL2500-30005003000-3000030004000-400004000400-10004003000-3000030004000-400004000400-8004003000-1500030004000-400004000100099%60%57%40%60%90%1-1FIGURE1-1TheDistributionofSmallandMediumEnterprisesinChina1-1MBATL31.2()MBATL41.31.3.11-212FIGURE1-24PhaseofTheEnterprises’GrowthMBATL51.3.2199990%66%14%212501947MBATL6MBATL7MBATL8TL2.12.1.1TLTL2.1.21991MBATL91997TL2000322003100312TLTL5020053030MBATL102.2TL212.2.1,,,70,,20,,,,1000,45002.2.2300m31/81/30CJ25.1-89MBATL112552-12-1(/)()2.903.704.015.044.405.404.405.605.406.101.001.0011.2061.500.500.6021.2041.501/35003000350020045MBATL1213367.06TL52.2.3TL2.32.3.12-1TLFIGURE2-1OrganizationChartofTLCompany2-16158251()()()()()()()MBATL1312.3.22-2TLFIGURE2-2WorkFlowofTLCompany2-2MBATL142.3.3TL2.3.3.1SWOT(S)123(W)12TL50100(O)12008,2,3,5150/,,TL2TL(T)1TL23TLTLMBATL15TL2-2SWOT(Opportunity)(Threat)(OT)(SW)120082123(S.O.)(S.T.)(Strength)123123123(W.O.)(W.T.)(Weakness)121232.3.2.251.TL2.MBATL163.20052000MBATL17TL3.12-11.4562.3.4.TL5.MBATL183.23.2.1TLTLTLTLMBATL193.2.2TLTL3.350%30%10%104005%2008%()10%10%MBATL20TL3.42005102008%62008%8%MBATL213.5TLMBATL22MBATL23TL4-14-1FIGURE4-1StrategyExecutionTL1.2.3.4.()MBATL241.2.3.TL0TL4-24-2FIGURE4-2HRMSystem4.1MBATL25TLTLMBATL261.2.3.4.4.21.2.3.4.TL153()4MBATL275.4-3TLFIGURE4-3OrganizationChartofTLCompanyAfterModification4.34.3.120002005(4-1)()()()()()MBATL284-1TL200020012002200320042005112568()310602104501000(4-4)4-4FIGURE4-4PredictionModelofManpowerRequirementY=0.502*X0.3986YX352000Y=0.502*20000.3986=10.387110-1182-34.3.23,110,160,2210,5450,61000,80123456789020040060080010001200()MBATL291.2.5%4.4124.5TLMBATL304-2110-97-8654210-97-8654310-97-8654410-97-8654510-97-8654MBATL31610-97-8654710-97-8654810-97-8654910-97-86541010-97-865480010%(1)=/22(2)=/22*200%*()=/22*300%*()(3)=/100+0.2=800.2(4)=(-)/22**0.30.3MBATL32=(*++)*91913918104.6TomPetersMBATL334.74.7.14.7.2TL1.2008%2.MBATL343.1.2.TLTLMBATL353.TLMBATL36TL5.1TLTLMBATL375.2MBATL383P(positionanalysisperformanceappraisalpaymentdistribution)MBATL39TL5100%95%MBATL40[1]2005[2]20041[3]20021[4]20023[5]3P2001[6]A2001[7]2003[8]2004[9]2002[10][11][12]MBATL411()20059271.2.3.4.05.6121234512134--MBATL42()20059271.2.3.4.45.3121231--2134--MBATL43()20059271.2.3.4.05.151211----2134----MBATL44()20059271.2.3.4.05.212312134----MBATL45()20059271.2.3.4.05.812123451--2134----MBATL46()20059271.2.3.4.05.51212345612234--MBATL47()20059271.2.3.4.05.1121234561234----MBATL48()20059271.2.3.4.15.1121234534MBATL49()20059271.2.3.4.05.11212312--34MBATL502()20059271.2.3.4.5.1121234567834--MBATL51()20059271.2.3.4.385.1121234--MBATL52()20059271.2.3.4.135.112123434--MBATL53()20059271.2.3.4.15.112123451234----MBATL54MBAMBAMBATLMBATL55[1]200586061中小企业成长期的人力资源管理：以TL公司为例作者：王雷疆学位授予单位：上海交通大学相似文献(10条)1.学位论文王晓燕中小科技型创业企业成长期的战略与策略选择2004本文主要针对中小科技型创业企业成长期面临的典型问题及其相应战略与策略的选择,作了深入研究:首先,论文对中小科技型创业企业的发展现状作了回顾,并特别指明中小科技型创业企业成长期面临的主要问题,以及对其研究的必要性.在此基础上讨论了创业企业成长期的内涵,以及成长期的相关理论.其次,论文对中小科技型创业企业成长期的问题作了具体探讨,主