XX铝业公司核心人才培养问题研究

发布时间：2018-03-06 02:12

本文选题：XX铝业公司　切入点：核心人才培养　出处：《兰州大学》2013年硕士论文　论文类型：学位论文

【摘要】：核心人才是企业的宝藏,代表着一个企业的发展潜力,决定着企业是否能立足于激烈的市场竞争环境中。企业的竞争可以看作是企业所拥有核心人才的竞争。XX铝业公司在当前的发展过程中,人才留用、人才激励、人才培养方面的问题日益突出。研究核心人才培养问题,有利于实现公司核心人才的有效激励与发展进步,提升公司的经营效率,构建企业核心竞争力。本文通过文献梳理,讨论了国内外学者关于核心人才以及核心人才培养的相关研究。通过实际调查,分析了XX铝业公司人力资源现状及其存在的主要问题。主要问题包括：人才结构不合理、人才流失严重、人才获取渠道单一、人才招聘体系不完善、人才激励机制不尽合理、核心人才培养意识淡薄以及缺乏科学、完整、系统的核心人才培养体系等。分析了引起这些问题的原因：企业自身发展的因素、企业人力资源管理理念落后以及缺乏企业文化的有效建设等。根据现有的人才状况,本文提出了XX铝业公司核心人才培养目标以及总体构想。目标主要包括：合理配置人才资源,人才总量需求基本满足以及形成尊重人才、鼓励创业的良好氛围等。分析了核心人才培养需求、培养方案设计原则以及培养管理流程。认为XX铝业公司人才培养方案的设计原则包括：战略性原则、科学性原则、整体性原则、创新性原则、全员培训与重点培训相结合的原则以及学以致用的原则。培养管理流程包括招聘管理体系、绩效管理体系、薪酬管理体系以及培训管理体系。在核心人才培养体系的实施过程中,首先讨论了XX铝业公司的招聘管理体系、绩效管理体系、薪酬管理体系。其中,招聘管理体系主要是为企业找到合适的人才,本文讨论了招聘管理体系的三个重要环节：招聘前期、招聘中期以及招聘后期,并分析了各个环节中的主要工作内容。绩效管理体系与薪酬管理体系主要是为实现公司人才的有效激励,提高员工的工作效率,进而提升公司的总体效益。讨论了XX公司绩效管理体系与薪酬管理体系的具体流程以及相关内容。其次,讨论了公司培训管理的实施形式、内容体系和评价模型。实施形式包括师带徒式培训、在职攻读相关学位等；根据公司核心人才的三个层次,分别讨论了三个层次人才的培养内容体系；运用柯式评估模型对人才培养的效果进行评估。最后,提出XX铝业公司核心人才培养体系应该在实践中不断优化和改进。
[Abstract]:The core talent is the treasure of the enterprise, representing the development potential of an enterprise. The competition of the enterprise can be regarded as the competition of the core talents owned by the enterprise. In the current development process, the talent retention and the talent incentive can be regarded as the competition of the enterprise. The research on the cultivation of core talents is conducive to the effective encouragement and development of the core talents of the company, the promotion of the management efficiency of the company, and the construction of the core competitiveness of the enterprises. Through literature review, this paper discusses the relevant researches of domestic and foreign scholars on core talents and the cultivation of core talents. This paper analyzes the present situation of human resources in XX Aluminium Company and its main problems. The main problems include: unreasonable talent structure, serious brain drain, single talent acquisition channel, imperfect talent recruitment system and unreasonable talent incentive mechanism. The core talent training consciousness is weak and lacks of scientific, complete and systematic core talent training system. This paper analyzes the causes of these problems: the factors of the enterprise's own development, The concept of enterprise human resource management is backward and lacks the effective construction of enterprise culture. According to the existing talent situation, this paper puts forward the core talent training goal and overall conception of XX Aluminum Company. The objectives mainly include the rational allocation of human resources, the basic satisfaction of the total talent demand and the formation of respect for talents. This paper analyzes the core talent training needs, training scheme design principles and training management process. It considers that the design principles of XX Aluminum Company's talent training plan include: strategic principle, scientific principle, and so on. The whole principle, the innovation principle, the principle of the combination of the whole staff training and the key training, and the principle of the application of study. The training management process includes the recruitment management system, the performance management system, the salary management system and the training management system. In the process of implementing the core talent training system, the recruitment management system, the performance management system and the salary management system of XX Aluminum Company are first discussed. Among them, the recruitment management system is mainly to find suitable talents for the enterprise. This paper discusses three important links of the recruitment management system: the early recruitment period, the middle recruitment period and the later recruitment period. The performance management system and the salary management system are mainly to realize the effective incentive of the company talents and improve the working efficiency of the employees. Then improve the overall efficiency of the company. Discussed XX company performance management system and compensation management system specific processes and related content. Secondly, discussed the company training management implementation form, Content system and evaluation model. The implementation forms include teacher training, in-service study for relevant degrees, etc. According to the three levels of core talents, the training content system of the three levels of talents is discussed respectively. Finally, it puts forward that the core talent training system of XX Aluminum Company should be optimized and improved in practice.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F426.1;F272.92

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