三一集团岗位任职资格体系改进研究

发布时间：2018-01-08 00:18

本文关键词：三一集团岗位任职资格体系改进研究　出处：《湖南大学》2016年硕士论文　论文类型：学位论文

【摘要】：随着经济全球化和一体化的发展趋势,人力资源成为企业最重要最宝贵的资源要素;打造具有竞争力的人力资源管理模式、实现企业与员工的协同发展成为企业管理的重要课题。因此,如何规划员工的职业发展通道、如何引导员工不断提升任职资格能力、如何实现企业与员工的共同发展,成为企业面对的一个重要课题。本文从任职资格管理的概念和体系构建的理论出发,阐述了三一集团的任职资格管理现状和存在的问题,如人力资源结构性失衡、培训效果不明显、薪酬缺乏激励性、绩效管理重考核轻发展等;随后,本文分析了这些问题产生的原因:缺乏一套系统的任职资格管理体系,导致员工看不到清晰的职业方向,工作绩效产出率较低,参与培训发展的意愿不强。针对存在的问题,本文从任职资格通道建立、任职资格标准与等级、任职资格认证流程与规范等具体方面提出具有操作性的方案;继而本文指出任职资格管理体系要顺利实施,需要员工选拔与任用、培训发展及薪酬绩效等制度作为实施保障。三一集团在推行任职资格管理体系后,预期将取得很好的效果,如人力资源得到优化配置、员工学习发展主动性增强、薪酬制度更加合理、组织绩效得到提升等。本文对任职资格管理体系进行了深入系统的分析,研究成果对三一集团建立和完善自己的任职资格管理体系、改善人力资源管理现状,具有十分重要的现实意义。此外,对于其它有意推行任职资格管理体系的企业,同样具有较大的参考价值。
[Abstract]:With the trend of economic globalization and integration, the human resource has become the most important resource of the most valuable elements of the enterprise; to create the competitive mode of human resource management, has become an important topic of enterprise management collaborative development of enterprises and employees. Therefore, how to plan the occupation development channel of employees, how to guide the staff to upgrade the qualifications of ability, how to to achieve the common development of enterprises and employees, has become an important issue facing enterprises. Starting from the concept and system of qualification management theory, elaborated the 31 group qualification management status and problems, such as the structural imbalance of human resources, the training effect is not obvious, the lack of salary incentive, performance management the development of light weight assessment; then, this paper analyzes the causes of these problems: the lack of a system of qualification management system, guide By staff can not see the occupation direction clear, work performance output rate is low, willingness to participate in the development of training is not strong. In view of the existing problems, this article from the qualification channel established, qualification standard and grade qualification, certification process and standards and other specific aspects and proposes the operational plan; then this paper points out that management the successful implementation of the qualification system, staff selection and appointment, training and salary performance system in the implementation of security. The 31 group qualification management system in the implementation, is expected to achieve good results, such as optimizing the allocation of human resources, and enhance the development of employees' learning initiative, more reasonable salary system, organizational performance upgrade. This paper makes a systematic analysis of qualification management system, research to establish and improve their post holding qualification management system of 31 group, Improving the status of human resource management is of great practical significance. Besides, it is also of great reference value for other enterprises who are interested in carrying out the qualification management system.

【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.4

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