摘 要：随着企业竞争环境日益复杂化，人才梯队建设已成为人力资源管理的核心议题之一。本研究旨在构建一种科学有效的企业人才梯队建设人力资源规划模型，以解决当前企业在人才储备与开发中的结构性矛盾和动态适应性不足问题。研究采用理论分析与实证研究相结合的方法，首先通过文献综述明确现有模型的局限性，随后基于系统动力学原理设计了一个包含多层次、多维度的动态规划框架，并结合某行业领先企业的实际数据进行验证。结果表明，该模型能够显著提升企业对人才需求预测的准确性，优化资源配置效率，同时增强组织对未来变化的应对能力。本研究的创新点在于将动态调整机制融入传统静态规划模型，并引入关键岗位胜任力评估体系，从而为企业的长期可持续发展提供更具操作性的解决方案。这一研究成果不仅丰富了人力资源管理理论，也为实践提供了重要参考价值。
关键词：人才梯队建设；人力资源规划；动态调整机制
Abstract：As the corporate competitive environment becomes increasingly complex, talent echelon construction has become one of the core issues in human resource management. This study aims to develop a scientifically effective human resource planning model for enterprise talent echelon construction, addressing the structural contradictions and insufficient dynamic adaptability in current talent reserves and development. By integrating theoretical analysis with empirical research, the study first identifies the limitations of existing models through a literature review, then designs a dynamic planning fr amework based on system dynamics principles, incorporating multiple levels and dimensions. This fr amework is validated using real data from a leading company in a specific industry. The results demonstrate that the model significantly improves the accuracy of talent demand forecasting, optimizes resource allocation efficiency, and enhances organizational responsiveness to future changes. The innovation of this study lies in integrating a dynamic adjustment mechanism into traditional static planning models and introducing a key position competency evaluation system, thereby providing more operational solutions for long-term sustainable corporate development. This research not only enriches the theory of human resource management but also offers significant practical reference value.
引言 1
一、企业人才梯队建设的理论基础 1
(一)人才梯队建设的概念界定 1
(二)人力资源规划的核心要素 2
(三)理论框架与研究意义 2
二、企业人才梯队建设的需求分析 3
(一)企业战略对人才梯队的要求 3
(二)关键岗位的人才需求评估 3
(三)人才供需差距分析方法 4
三、人力资源规划模型的设计与构建 4
(一)模型设计的基本原则 4
(二)核心模块的功能与作用 5
(三)数据驱动的规划方法 5
四、人才梯队建设的实施路径与优化策略 6
(一)实施路径的设计与执行 6
(二)绩效评估与反馈机制 6
(三)持续优化的关键措施 7
结论 7
参考文献 9
致谢 9
关键词：人才梯队建设；人力资源规划；动态调整机制
Abstract：As the corporate competitive environment becomes increasingly complex, talent echelon construction has become one of the core issues in human resource management. This study aims to develop a scientifically effective human resource planning model for enterprise talent echelon construction, addressing the structural contradictions and insufficient dynamic adaptability in current talent reserves and development. By integrating theoretical analysis with empirical research, the study first identifies the limitations of existing models through a literature review, then designs a dynamic planning fr amework based on system dynamics principles, incorporating multiple levels and dimensions. This fr amework is validated using real data from a leading company in a specific industry. The results demonstrate that the model significantly improves the accuracy of talent demand forecasting, optimizes resource allocation efficiency, and enhances organizational responsiveness to future changes. The innovation of this study lies in integrating a dynamic adjustment mechanism into traditional static planning models and introducing a key position competency evaluation system, thereby providing more operational solutions for long-term sustainable corporate development. This research not only enriches the theory of human resource management but also offers significant practical reference value.
Keywords: Talent echelon construction; human resource planning; dynamic adjustment mechanism
引言 1
一、企业人才梯队建设的理论基础 1
(一)人才梯队建设的概念界定 1
(二)人力资源规划的核心要素 2
(三)理论框架与研究意义 2
二、企业人才梯队建设的需求分析 3
(一)企业战略对人才梯队的要求 3
(二)关键岗位的人才需求评估 3
(三)人才供需差距分析方法 4
三、人力资源规划模型的设计与构建 4
(一)模型设计的基本原则 4
(二)核心模块的功能与作用 5
(三)数据驱动的规划方法 5
四、人才梯队建设的实施路径与优化策略 6
(一)实施路径的设计与执行 6
(二)绩效评估与反馈机制 6
(三)持续优化的关键措施 7
结论 7
参考文献 9
致谢 9
