| ACKNOWLEDGEMENTS | 第4-5页 |
| ABSTRACT | 第5-6页 |
| 摘要 | 第7-20页 |
| Chapter Ⅰ Introduction | 第20-25页 |
| 1.1 Research Background | 第20-21页 |
| 1.2 Meaning of Research | 第21页 |
| 1.3 Research Methods | 第21-22页 |
| 1.4 Structure of the Thesis | 第22-24页 |
| 附图 | 第24-25页 |
| Chapter Ⅱ Literature Review | 第25-41页 |
| 2.1 Enterprise Strategic Management | 第25-29页 |
| 2.1.1 Connotation of Enterprise Strategic Management | 第25页 |
| 2.1.2 Levels of Enterprise Strategies | 第25-27页 |
| 2.1.3 Enterprise Strategic Transformation | 第27-28页 |
| 2.1.4 Enlightenment of Enterprise Strategic Transformation | 第28-29页 |
| 2.2 Human Resource Management | 第29-35页 |
| 2.2.1 From Personnel Management to Human Resource Management | 第29-30页 |
| 2.2.2 Transition from Human Resource Management to Strategic Human ResourceManagement | 第30-31页 |
| 2.2.3 Development from Strategic Human Resource Management to Talent Management | 第31-35页 |
| 2.3 Theory of the Talent Supply Chain | 第35-39页 |
| 2.3.1 Foreign Research Theories | 第36-37页 |
| 2.3.2 Domestic Research Theories | 第37-38页 |
| 2.3.3 Research on the Application of Talent Supply Chain Theory | 第38-39页 |
| 2.4 Preliminary Summary | 第39-41页 |
| 2.4.1 Summary of Theories | 第39页 |
| 2.4.2 Limitations of the Theoretical Researches | 第39-40页 |
| 2.4.3 Innovative Points of the Subject Research | 第40-41页 |
| Chapter Ⅲ Current Situation and Existing Problems of C Corporation Crew TalentManagement | 第41-55页 |
| 3.1 Basic Situation | 第41-43页 |
| 3.1.1 Company Introduction | 第41页 |
| 3.1.2 Management Structure | 第41-43页 |
| 3.2 Strategic Transformation | 第43-46页 |
| 3.2.1 Changes of External Environment | 第43-44页 |
| 3.2.2 Changes of Internal Environment | 第44-45页 |
| 3.2.3 Contents of the Strategic Transformation | 第45-46页 |
| 3.3 Present Situation of Marine Talent Resources | 第46-52页 |
| 3.3.1 Forecast of the Number in Need | 第46-47页 |
| 3.3.2 The Speed of Talent Supply | 第47-48页 |
| 3.3.3 The Quality of Talent Supply | 第48-49页 |
| 3.3.4 The Cost of Talent Supply | 第49-51页 |
| 3.3.5 The Effect of Talent Retention | 第51-52页 |
| 3.4 Challenges of Talent Supply | 第52-54页 |
| 3.4.1 The Timeliness of Talent Supply | 第52页 |
| 3.4.2 The Accuracy of Talent Supply | 第52-53页 |
| 3.4.3 The Economic Efficiency of Talent Supply | 第53页 |
| 3.4.4 The Flexibility of Talent Management | 第53-54页 |
| 3.5 Preliminary Summary | 第54-55页 |
| Chapter Ⅳ Design of the Talent Management System Based on the Talent SupplyChain Theory | 第55-90页 |
| 4.1 Design of Crew Talent Management System | 第55页 |
| 4.2 Dynamic and Short‐term Talent Planning | 第55-57页 |
| 4.3 Flexible and Standard Talent Review | 第57-67页 |
| 4.3.1 Design Concept | 第57-58页 |
| 4.3.2 Competency Model | 第58-63页 |
| 4.3.3 Identification of Key Positions | 第63-64页 |
| 4.3.4 Seasonal Talent Review | 第64-66页 |
| 4.3.5 Review of Human Resource | 第66-67页 |
| 4.4 Talent Supply without Time Difference | 第67-73页 |
| 4.4.1 Design Concept | 第67-68页 |
| 4.4.2 Talent Supply Channel | 第68-69页 |
| 4.4.3 Intern Program | 第69-70页 |
| 4.4.4 Marine Talents Tracking and Training Project | 第70页 |
| 4.4.5 The Program of High Potential Talents | 第70-72页 |
| 4.4.6 Recruitment Plan of Port Management Staff | 第72-73页 |
| 4.5 ROI Maximum Talent Training | 第73-76页 |
| 4.5.1 Design Concept | 第73-76页 |
| 4.5.2 Training of Ship Mentors and Professional Trainers | 第76页 |
| 4.6 ROI Assessment | 第76-80页 |
| 4.6.1 Design Concept | 第76-78页 |
| 4.6.2 Assessment of Annual Performance and Competence | 第78-79页 |
| 4.6.3 Assessment of Talent Supply and Training | 第79页 |
| 4.6.4 KPI Settings | 第79-80页 |
| 4.7 Retention of Talents | 第80-81页 |
| 4.8 Special Attentions to the Design of the New System | 第81-82页 |
| 4.9 Implementation Strategy | 第82-84页 |
| 4.10 Preliminary Summary | 第84-90页 |
| Chapter Ⅴ Conclusion and Research Prospects | 第90-94页 |
| 5.1 Conclusion | 第90-92页 |
| 5.2 Research Limitations | 第92页 |
| 5.3 Prospects | 第92-94页 |
| Reference | 第94-96页 |
