胜利油田经营管理人才队伍建设研究

发布时间：2018-01-08 19:09

本文关键词：胜利油田经营管理人才队伍建设研究　出处：《中国石油大学(华东)》2014年硕士论文　论文类型：学位论文

【摘要】：在经历了石油石化行业重大重组及以重组改制上市为重点的重大变革后,胜利油田在管理体制和运行机制等方面发生了历史性的变化。但受传统国有企业人员管理体制的长期影响,胜利油田在经营管理人员人才队伍建设方面,逐步暴露出与市场化发展不相适应的情形,并由此导致出现了经营管理人员管理水平偏低、经营管理人才流失等问题,影响了企业的战略性发展。如何吸收和借鉴发达国家企业的经验,形成具有中国特色的企业人才队伍建设机制,是胜利油田及所有国有企业都在努力探索的新课题。论文采用定性分析和定量分析相结合、系统分析与重点分析相结合、理论研究和实际运用相结合的方法,运用人力资源相关理论,通过比较介绍国外企业经营管理人才队伍建设模式的特点,及由此得到的经验及启发,认真客观地分析了胜利油田经营管理人才队伍建设现状及存在的问题,针对其不足之处,分别从营造良好成才氛围、增强选人机制活力、创新育才开发模式、优化人才队伍结构、构建“多元化”考评机制、完善监督制度体系、健全人才激励机制等方面创新经营管理人才队伍建设机制,以期能充分调动胜利油田经营管理人才的工作积极性,提升企业管理水平,为油田形成可持续发展的核心竞争力提供强有力的人力资源支持。
[Abstract]:After going through the major reorganization of petroleum and petrochemical industry and the major changes focusing on restructuring and listing. The management system and operation mechanism of Shengli Oilfield have undergone historic changes. However, due to the long-term influence of the traditional state-owned enterprise personnel management system, Shengli Oilfield has been building the contingent of management personnel. Gradually exposed with the development of marketization does not adapt to the situation, and resulting in a low level of management of management personnel, management and management brain drain and other problems. Affect the strategic development of enterprises. How to absorb and learn from the experience of enterprises in developed countries to form a Chinese characteristics of the construction of enterprise personnel mechanism. It is a new subject that Shengli Oilfield and all state-owned enterprises are trying to explore. This paper adopts the methods of qualitative analysis and quantitative analysis, systematic analysis and emphasis analysis, theoretical research and practical application. By using the theory of human resources, this paper introduces the characteristics of the construction mode of foreign enterprises' management talents, and the experience and inspiration obtained therefrom. This paper analyzes the present situation and existing problems of the construction of management talents in Shengli Oilfield seriously and objectively, aiming at its shortcomings, respectively, from creating a good atmosphere for talent selection, strengthening the vitality of the selection mechanism, and innovating the development mode of talent training. We should optimize the structure of the talent team, construct a "diversified" appraisal mechanism, perfect the supervisory system system, and perfect the talent incentive mechanism, and so on, and innovate the construction mechanism of the management talent team. In order to fully mobilize the enthusiasm of Shengli Oilfield management talents, improve the level of enterprise management, and provide strong human resources support for the formation of sustainable development of the oil field core competitiveness.
【学位授予单位】：中国石油大学(华东)
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.22

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