重庆理工大学
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日期： 2022年 5月 28日
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日期： 2022年 5月 28日
日期： 2022年 5月 28日

摘要
摘要
飞行机组人力资源一般简称飞行员。作为航空公司的核心人力资源，对航空公司
的安全至关重要。该群体虽然薪资水平高，但是工作时间长、压力大，同时驻外多，
与家庭朋友相处机会少，容易导致工作积极性降低、飞行安全不稳定等问题。同时，
我国航空公司普遍存在高质量飞行机组人力资源短缺的困境。因此，对于飞行机组人
力资源的优化成为各航空公司研究的重点工作。做好对飞行机组人力资源的优化研
究，对提高飞行员利用率、降低飞行员的人工成本、保障飞行安全有重大意义。
本文以 HX航空股份有限公司飞行人员作为研究对象，了解 HX航空股份有限公
司飞行员的职业生涯规划、工资待遇、健康保障体系、飞行员的构成、培训与管理、
公司文化等现状，结合双因素理论，探寻飞行机组人力资源管理中存在的问题，发现：
HX航空公司存在业绩分数制度僵化、人文关怀的缺失；飞行员的训练方法单一；管
理授权平均化；薪酬阶梯化的实现没有可行性；工作环境完善方面缺少与时俱进；在
人际交流中竞争吸引不力等一系列问题上。提出 HX航空公司应：根据企业的实际状
况，从培训中多元发展，优化企业综合训练效果；打破平均，推进企业管理工作授权
规范化；关注实际，根据企业岗位差异性加强企业薪酬管理工作；与时俱进，加强条
件全面提升；加强市场导向，人际交流促进企业良性竞争；规范管理，促进员工激励
成果提升。
HX航空公司飞行机组人力资源存在的问题具有一定普遍性，本文基于双因素理
论对问题存在的原因及其改进措施进行研究，具有一定的理论和实际意义。
关键词：航空公司飞行员人力资源优化双因素理论
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Abstract
Abstract
Flight crew human resources are generally referred to as pilots. As the core human
resources of airlines, it is very important for the safety of airlines. Although the salary level
of this group is high, it has long working hours, high pressure, more overseas and less
opportunities to get along with family and friends, which is easy to lead to problems such
as reduced work enthusiasm and unstable flight safety. At the same time, China's airlines
generally have the dilemma of human resources shortage of high-quality flight crew.
Therefore, the optimization of flight crew human resources has become the key work of
airlines. Doing a good job in the optimization of flight crew human resources is of great
significance to improve pilot utilization, reduce pilot labor cost and ensure flight safety.
Taking the pilots of HX Airlines Co., Ltd. as the research object, this paper
understands the current situation of HX Airlines Co., Ltd. pilots' career planning, salary,
health security system, pilots' composition, training and management, company culture and
so on. Combined with the two factor theory, this paper explores the problems existing in
flight crew human resource management, and finds that HX Airlines has rigid performance
score system and lack of humanistic care; The training method of pilots is single; Average
management authorization; The realization of salary ladder is not feasible; Lack of keeping
pace with the times in improving the working environment; On a series of issues such as
weak competition and attraction in interpersonal communication. HX airlines should:
according to the actual situation of the enterprise, develop diversified from training and
optimize the comprehensive training effect of the enterprise; Break the average and
promote the standardization of enterprise management authorization; Pay attention to
reality and strengthen enterprise salary management according to the difference of
enterprise posts; Keep pace with the times and strengthen the overall improvement of
conditions; Strengthen market orientation, interpersonal communication and promote
benign competition of enterprises; Standardize management and promote the improvement
of employee incentive results.
The problems existing in the flight crew human resources of HX airlines are universal.
Based on the two factor theory, this paper studies the causes of the problems and their
improvement measures, which has certain theoretical and practical significance.
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