现代农业企业人力资源竞争力研究 - 基于Y市现代农业企业职业培训的调查

Study on the competitiveness of human resources in modern agricultural enterprises -- Based on the investigation of the vocational training of modern agricultural enterprises in Y

摘要:(摘要内容经过系统自动伪原创处理以避免复制,下载原文正常,内容请直接查看目录。)

晋升企业人力资本竞争力关于企业成长具有亘古不变的影响力。社会赓续成长、经济疾速增加、科技一日千里,企业要以市场为导向、以人才为基准、以职业培训为门路,使职工赓续更新常识系统和控制科技手腕,知足市场需求,适应时期请求。人力资本关于企业成长的计谋意义曾经深刻人心,人力本钱实际为之供给了坚实的实际基本,并在理论中获得有用的证明。各行各业为了生计和成长,都在竭尽全力的掠夺和造就优良人力资本。关于企业来讲,如何能力使企业的职对象有连续竞争力,关于小我来讲,如何使本身成为“被掠夺”的那部门资本,值得沉思。在毕生进修理念的指点下,要改变旧思惟,将教导和培训的消费算作是对人力本钱的投资,年夜力展开职业培训项目,看重企业人力资本开辟和治理,制订人才成长计划,公道绩效考察,完美培训机制系统,进一步晋升企业人力资本竞争力程度,以人的周全成长促企业可连续成长,包管古代农业企业具有一支常识丰硕、技巧闇练、身心安康,具有市场竞争力的人才部队。本文以人力本钱实际为重要实际支持,深度发掘职业培训与人力资本竞争力的内涵接洽。理清人力资本竞争力的影响身分,明白相干概念界定和实际内在。以Y市古代农业企业为主体对象,拔取样本,从企业的职工根本状态、职业培训展开状态、培训后果和满足度评价三方面着手,查询拜访企业的职业培训情形,懂得职业培训在企业人力资本开辟、设置装备摆设和治理进程中的主要感化。经由过程职工培训体验、需求查询拜访、满足度评价,找出制约Y市农业企业人力资本竞争力晋升的成绩,重要包含科技人力资本匮乏且散布掉衡,对人力资本扶植投入显著缺乏,在培训内容、时光、频率、方法等方面存在缺乏。经由过程Y市农业企业存在的成绩,以小见年夜,惹起全国农业企业的看重。针对成绩,提出公道的处理建议,为农业企业的可连续成长贮备够量优良的人力资本。本文重要采取问卷查询拜访和个案访谈等办法对Y市古代农业企业的职业培训状态停止懂得。文章能够立异点有,针对Y市的区域特点,对该区域古代农业企业停止界定,从人力资本竞争力的视角看职业培训对古代农业企业影响的年夜小。针对Y市职业培训成绩,提出几条对晋升古代农业企业人力资本竞争力有必定后果的处理对策。

Abstract:

The promotion of human capital on the competitiveness of enterprises is the everlasting influence growth of enterprises. Society develops ceaselessly, rapid economic growth, science and technology by leaps and bounds, enterprises should to the market oriented, talent as a benchmark, to vocational training opportunities, make workers continuously updated knowledge system and control means of science and technology, satisfied the demand of the market, adapt to the request time. Human capital on enterprise growth strategy has profound significance of people, human capital provides a theoretical basis for the actual solid, and obtain useful proof in theory. In order to survive and grow in all walks of life, are all struggling to plunder and creating excellent human capital. On the enterprise, how to make the enterprise staff ability objects have continuous competitiveness, a person, how to make itself become the capital department looted ", worthy of contemplation. In lifelong education idea under the guidance, to change the old thinking, education and training consumption counted as on human capital investment, on the eve of the force launched vocational training project, value of enterprise human capital development and management, formulate plans for the growth of talent, reasonable performance study, perfect training system, to further enhance the level of enterprise human capital competitiveness, to full-scale development promoting enterprise can develop continuously, guarantee of ancient agricultural enterprises has a rich knowledge and skills dark practice, physical and mental health, with market competitiveness of military personnel. Based on the human capital as an important practical practical support to explore the depth of occupation training and approached the connotation of human capital competition. The impact to clarify the human capital competition, understand the concept and the actual internal coherence. To y the ancient city of agricultural enterprises as the main object, select samples, from the workers and staff of enterprises fundamental condition, vocational training start state, training effect and satisfaction degree evaluation of the three aspects, inquires the visit enterprise vocational training situation, understand vocational training in the enterprise human capital development, set the equipment, furnishings and governance in the process of the important role of. Through the process of employee training experience, query requirements visit, satisfaction, find the restriction Y City Agricultural enterprise human capital competitiveness promotion of achievement important contains science and technology human capital is scarce and spread out of balance, of human capital support to invest a significant lack of, in the training content, time, frequency, and methods insufficient. Through the process of Y City Agricultural enterprise achievements, see big to small, cause the National Agricultural enterprise value. According to the results, suggestions for reasonable processing, agricultural enterprises can develop continuously have enough excellent human capital. This paper adopts questionnaire survey and case interview method of ancient agriculture occupation training state enterprises in the city of Y, know how to stop. The innovations, in Y City regional characteristics, to the area of the ancient agricultural enterprises definition, Nianye influence on ancient agricultural enterprise vocational training from the perspective of the competitiveness of human capital. According to the results of Y occupation training, some will have consequences for the promotion of ancient agricultural enterprise human capital competitiveness countermeasures.

目录:

摘要5-6
ABSTRACT6-7
第一章 导论10-17
    1.1 研究背景、目的、意义10-11
        1.1.1 研究背景10-11
        1.1.2 研究目的11
        1.1.3 研究意义11
    1.2 研究思路与方法11-12
        1.2.1 研究思路11-12
        1.2.2 研究方法12
    1.3 文献综述12-16
        1.3.1 国外研究现状12-13
        1.3.2 国内研究现状13-15
        1.3.3 国内外研究述评15-16
    1.4 论文可能创新点16-17
第二章 人力资本理论视角下职业培训与人力资源竞争力的关系17-23
    2.1 相关概念定义与理论17-18
        2.1.1 人力资源竞争力17
        2.1.2 现代农业企业17-18
        2.1.3 人力资本理论18
    2.2 企业人力资源竞争力影响因素18-20
        2.2.1 影响人力资源竞争力的内部因素18-20
        2.2.2 影响人力资源竞争力的外部因素20
    2.3 职业培训与人力资源竞争力20-23
        2.3.1 职业培训是提升人力资源竞争力的主要途径20-21
        2.3.2 职业培训促使人力资源向科技人力资源转化21
        2.3.3 职业培训成为提升企业核心竞争力的重要组成部分21-22
        2.3.4 人力资源的缺乏是职业培训发端的契机22-23
第三章 现代农业企业职业培训现状23-32
    3.1 Y 市现代农业企业基本情况23-24
    3.2 职工基本情况24-25
    3.3 职业培训情况25-27
    3.4 职业培训评价27-30
        3.4.1 企业职业培训过程评价27-29
        3.4.2 企业职业培训效果评价29-30
    3.5 Y 市现代农业企业人力资源竞争力现实水平30-32
        3.5.1 基础竞争力30
        3.5.2 创新竞争力30-31
        3.5.3 协作竞争力31-32
第四章 现代农业企业人力资源竞争力问题分析32-38
    4.1 人力资源开发问题32-33
        4.1.1 职业培训体系不健全32-33
        4.1.2 培训质量不高33
        4.1.3 职工学习意识不强33
    4.2 人力资源配置问题33-35
        4.2.1 人力资源基础结构配置33-34
        4.2.2 科技人力资源规模配置34
        4.2.3 科技人力资源分布配置34-35
    4.3 人力资源管理问题35-37
        4.3.1 人力资源投入不足35-36
        4.3.2 职工的综合素质重视不够36
        4.3.3 职业培训缺乏规划36
        4.3.4 人力资源管理不规范36-37
    4.4 人力资源评价问题37-38
第五章 提升现代农业企业人力资源竞争力的对策与建议38-43
    5.1 对策38-41
        5.1.1 重视人力资源开发战略,建立职业培训理念38
        5.1.2 优化人力资源配置结构,提升企业培养能力38-39
        5.1.3 规范人力资源管理,健全企业发展保障体系39-41
    5.2 建议41-43
        5.2.1 加强规章制度建设,推进法律保障41
        5.2.2 加强产学研的结合程度,实现资源互补41-42
        5.2.3 拓宽校企合作领域,共享办学效益42
        5.2.4 多渠道获取资源,提高人力资源竞争力42-43
小结43-45
参考文献45-47
附录47-50
    附录1:Y 市现代农业企业职业培训调查问卷47-49
    附录2:Y 市现代农业企业管理人员访谈提纲49-50
致谢50-51
作者简介51