I 摘要 企业人力资源管理作为现代企业管理理论研究中不可或缺的重要一环，其体 系科学与否直接影响企业运营的效率。实践中各类企业因特质不同，对人力资源管 理的侧重及需求存在着较大的差异。在系统性应用既有人力资源管理研究成果同 时，更需要结合欧亿·体育（中国）有限公司实际，有针对，相匹配地细化，优化人力资源管理模式。 本文结合文献分析法、问卷调查法、定性与定量分析法等写作方法，基于人力 资源管理理论，以ZTA设计企业作为实际案例展开分析，思考ZTA设计企业人力 资源管理的现状及ZTA设计企业人力资源管理体系的优化。本文首先对ZTA设 计企业概况、员工结构现状及企业环境进行总结，其次，通过问卷调查法探究出 ZTA设计企业人力资源管理中存在的问题，最后结合具体的问题针对性的提出了 ZTA设计企业人力资源管理的优化措施。 本文研究发现，作为一家设计类企业， ZTA设计企业的员工结构并不合理， 无论是员工配置、员工学历、员工经验、员工年龄还是员工岗位比例都存在着较大 的可改善空间，现行人力资源管理模式与 ZTA设计企业未来的发展目标不匹配， 与此同时，ZTA设计企业所面临的欧亿·体育（中国）有限公司竞争日益严峻，对人力资源管理体系进行 优化，从而实现管理效率转化为企业效益已迫在眉睫。本文的问卷调查结果显示， ZTA设计企业人力资源管理中主要存在缺乏科学的人力资源管理理念、培训缺乏 针对性、薪酬制度不合理及绩效考核有待改进四点问题。针对具体问题，本文从构 建科学的管理体系、优化员工培训体系、健全薪酬激励体系和完善绩效考核管理制 度四个角度提出了ZTA设计企业人力资源管理的优化措施。希望本文的研究丰富 我国人力资源管理理论研究，同时也为ZTA设计企业人力资源管理体系的优化起 到一定的实际帮助作用。 关键词：人力资源管理体系；设计类企业；问题及优化措施 ABSTRACT II ABSTRACT In the era of knowledge-driven economy, human resources have become the most important core competitiveness of enterprises and have a vital influence on their development. Meanwhile, human resource management has also become an important part of management disciplines and has an irreplaceable role in modern management theories. The human resource management system refers to the systematic products formed in the process of human resource management, such as systems, organizations and so on. Whether it is scientific or not is directly related to the outcome of human resource management. With the increasingly important role of human resources in enterprises, enterprises have begun to establish their internal human resource management systems so as to improve the quality and effectiveness of human resources management. As for design companies, they need to rely heavily on the advantages of human resources to achieve operation and development. Therefore, design enterprises need to think more about the optimization of human resource management systems to ensure their effectiveness and safeguard the enterprise development. In practice, different enterprises have different characteristics, so there are also big differences in the emphasis and needs of human resource management. Therefore, enterprises’ human resource management systems should be fundamentally systematic and scientific, and more importantly, they need to be matched with and targeted to enterprises’ needs and form a functional relationship. With the continuous development of design enterprises and the increasingly fierce market competition nowadays, the optimization of human resource management systems of design companies has become an important issue that needs to be resolved urgently in their development. Combining with multiple writing methods such as the literature analysis method, questionnaire survey method, qualitative and quantitative analysis method and so on, and based on human resource management theories, this article takes ZTA design enterprise as an actual case to carry out analysis, thinks about the status quo of its human resource management and discuss about the optimization of its human resource management system. This article first summarizes ZTA design enterprise’s general situation, the status quo of its staff structure and the enterprise environment. Secondly, it explores the problems in the human resource management of ZTA design enterprise via the ABSTRACT III questionnaire survey method, and finally puts forward some optimization measures for its human resource planning based on specific issues. The research in this article found that as a design enterprise, the staff structure of ZTA design enterprise is unreasonable. There are remarkable deficiencies in its staff deployment, education, experience, age and position allocation, which cause constraints for the enterprise’s development. At the same time, the environment facing ZTA design enterprise is becoming more and more severe. Therefore, it is urgent to optimize the human resource management system to enhance its core competitiveness. The results of the questionnaire survey in this article indicate that there are four problems in its human resource management, namely, lack of scientific human resource management concepts, lack of targeted training, unreasonable salary system and improper performance appraisal mechanism. Aiming at specific issues, this article puts forward optimization measures for its human resource planning from four perspectives respectively, i.e., establishing a scientific management system, optimizing the employee training system, improving the salary incentive system and promoting the performance appraisal system. It is hoped that the research of this article can enrich our country’s theoretical research on human resource management while providing some practical help for the optimization of the human resource management system of ZTA design enterprise. Key words: human resource management system; design enterprises; problems and optimization measures 目录 IV 目 录 第一章 绪论 .................................................................................................................... 1 1.1 研究背景 ............................................................................................................ 1 1.2 研究目的和意义 ................................................................................................ 2 1.2.1 研究的目的 .............................................................................................. 2 1.2.2 研究的意义 .............................................................................................. 2 1.3 国内外的研究现状 ............................................................................................ 3 1.3.1 国外的研究现状 ...................................................................................... 3 1.3.2 国内的研究现状 ...................................................................................... 4 1.4 研究内容和方法 ................................................................................................ 5 1.4.1 研究内容 .................................................................................................. 5 1.4.2 研究方法 .................................................................................................. 6 第二章 相关理论基础 .................................................................................................... 7 2.1 人力资源与管理理论 ........................................................................................ 7 2.1.1 人力资源 .................................................................................................. 7 2.1.2 人力资源管理理论 .................................................................................. 7 2.2 人力资源管理体系 ............................................................................................ 8 2.2.1 人力资源管理体系的内容 ...................................................................... 8 2.2.2 我国人力资源管理体系的发展阶段 ...................................................... 9 2.2.3 人力资源管理体系的理论基础 ............................................................ 10 第三章 ZTA设计企业概况及环境分析 ...................................................................... 13 3.1 ZTA设计企业简介及员工概况 ....................................................................... 13 3.2 ZTA企业员工结构现状 .............................