大庆石油管理局博士后培养研究
发布时间：2018-10-12 13:56
【摘要】：中国加入WTO,不仅给企业带来了发展的机遇,也提出了挑战,一个企业要在全球市场化竞争中生存、发展,人才是极其关键的因素,充分开发利用人力资源,是提升企业竞争力的客观要求。大庆油田重组分立以后,从自然资源的角度讲,大庆油田石油管理局已经不是资源型企业,竞争的优势不可能来源于石油了。从资本的角度来讲,资本也不是制约管理局发展的主要问题。关键的关键,是人才的问题,人力资源的素质已经成为企业持续稳定健康发展的关键。人力资源开发战略是管理局二次创业战略的重要组成部分,大力实施人力资源开发战略,建设核心突出、总量合理、结构优化高素质的经营管理人才队伍、高水平的专业技术人才队伍、高技能的操作人才的“三高”队伍,是实现管理局二次创业总体目标的根本保障。 论文阐述了人力资源开发理论研究的发展现状。在收集整理大量国内外相关数据资料的基础上,对国内外博士后制度进行了比较分析,再结合大庆石油管理局博士后培养的发展现状,明确了未来发展的思路和方向,并针对目前博士后培养在组织架构、基础平台、经费投入以及创新机制等四个方面存在的问题提出了改进大庆石油管理局博士后培养的建设方案,主要包括两个方面:构建创新平台以及对博士后进行联合培养,最后建立了博士后培养效益评价的指标体系,并进行了实证分析,希望能促进大庆石油管理局博士后培养实现健康快速发展。
[Abstract]:China's entry into WTO, not only brings development opportunities to enterprises, but also puts forward challenges. If an enterprise wants to survive and develop in the global market competition, talent is an extremely critical factor. It is an objective requirement to enhance the competitiveness of enterprises. After the reorganization and separation of Daqing Oilfield, from the perspective of natural resources, Daqing Oilfield Petroleum Administration Bureau is no longer a resource-based enterprise, the competitive advantage can not come from oil. From the point of view of capital, capital is not the main problem restricting the development of the Authority. The key is talent. The quality of human resources has become the key to the sustained, stable and healthy development of enterprises. The strategy of human resource development is an important part of the second pioneering strategy of the Bureau of Management. We should vigorously implement the strategy of human resources development, build a team of management and management talents with outstanding core, reasonable total quantity and optimized structure. The high level of professional and technical talents and the "three high" teams of highly skilled personnel are the fundamental guarantee to realize the overall goal of the second venture of the Administration. This paper expounds the development of human resource development theory. On the basis of collecting and sorting out a large number of domestic and foreign relevant data, this paper makes a comparative analysis of the postdoctoral system at home and abroad, and then, combining with the present development situation of postdoctoral cultivation in Daqing Petroleum Administration Bureau, defines the thinking and direction of the future development. Aiming at the problems existing in the four aspects of organization structure, basic platform, fund input and innovation mechanism, this paper puts forward the construction plan to improve the postdoctoral training of Daqing Petroleum Administration Bureau. It mainly includes two aspects: constructing the innovation platform and carrying on the joint cultivation to the postdoctoral, finally establishing the index system of the post-doctoral training benefit evaluation, and carrying on the empirical analysis. Hope to promote Daqing Petroleum Administration Bureau of postdoctoral training to achieve healthy and rapid development.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：F426.22;G643
本文编号：2266373
[Abstract]:China's entry into WTO, not only brings development opportunities to enterprises, but also puts forward challenges. If an enterprise wants to survive and develop in the global market competition, talent is an extremely critical factor. It is an objective requirement to enhance the competitiveness of enterprises. After the reorganization and separation of Daqing Oilfield, from the perspective of natural resources, Daqing Oilfield Petroleum Administration Bureau is no longer a resource-based enterprise, the competitive advantage can not come from oil. From the point of view of capital, capital is not the main problem restricting the development of the Authority. The key is talent. The quality of human resources has become the key to the sustained, stable and healthy development of enterprises. The strategy of human resource development is an important part of the second pioneering strategy of the Bureau of Management. We should vigorously implement the strategy of human resources development, build a team of management and management talents with outstanding core, reasonable total quantity and optimized structure. The high level of professional and technical talents and the "three high" teams of highly skilled personnel are the fundamental guarantee to realize the overall goal of the second venture of the Administration. This paper expounds the development of human resource development theory. On the basis of collecting and sorting out a large number of domestic and foreign relevant data, this paper makes a comparative analysis of the postdoctoral system at home and abroad, and then, combining with the present development situation of postdoctoral cultivation in Daqing Petroleum Administration Bureau, defines the thinking and direction of the future development. Aiming at the problems existing in the four aspects of organization structure, basic platform, fund input and innovation mechanism, this paper puts forward the construction plan to improve the postdoctoral training of Daqing Petroleum Administration Bureau. It mainly includes two aspects: constructing the innovation platform and carrying on the joint cultivation to the postdoctoral, finally establishing the index system of the post-doctoral training benefit evaluation, and carrying on the empirical analysis. Hope to promote Daqing Petroleum Administration Bureau of postdoctoral training to achieve healthy and rapid development.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：F426.22;G643
【引证文献】
相关期刊论文 前1条
1 李国栋;;博士后科研成果转化机制研究——以中国石化胜利油田为例[J];胜利油田党校学报;2013年01期
，本文编号：2266373
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