System Analysis Of Human Resource Management In YJ Based On Ecological Perspective

Abstract： Researching on human resources management，this thesis combinestheoretical analysis and case study， static analysis of game theory and dynamicsystem achetype to analyze and simulate the situation of human resourcesmanagement from the view of ecology in YJ. Firstly， evaluate the human resourcesmanagement in YJ by using SWOT and AHP to find out the difficulties of humanresources management in that company. Then analyze the behaviors betweenenterprise and employee by evolution game theory with an ecological vision.Establish system archetype to evaluate human resources management system in YJand through case study to provide strategies on how this company would administratehuman resources with an ecological vision. This thesis has two parts：Firstly，applying SWOT analysis method，make deeper analysis of human resourcesin YJ from ecological vision by pointing out internal advantages (manager’stranscending thought and good employee foster mechanism and so on)anddisadvantages(pressures from salary， lack of competition force and so on)andexternal opportunities(rich human resources requirement and so on) and threats(lackof law level， employee’s psychological requirement and so on) from the system.Then， according to the results of the SWOT analysis， we find out difficulties in thedevelopment of ecological human resources in YJ： missing of human resourcesplans， increasing of psychological needs and missing of enterprise training system.Secondly， establish and analyze evolution game theory model from ecological visionwhich is essential to conduct scenario analysis on human resources administration ofYJ. Then analyze two ecological factors (regional difference factor and geniusdeveloping ability factor) by using the thought of system archetype and establishingsystem model of enterprise’s human resources. In the end，proposals are put forwardaccording to the result from game theory and system analysis： strengthen strategicfunction of Headquarter， to make scientific and reasonable plans for campus andsocial recruitments and improve human resources training and development system.Evaluate the operation of the system and innovate training models and methods， toresearch market remuneration and adjust group companies’payments. Regulate laborused in the company and avoid illegal employment and practically protect the policiesand suggestions referring rights of the employee.