中油管道公司专业技术人才梯队建设优化研究

发布时间：2018-03-16 23:26

本文选题：专业技术人才　切入点：梯队建设　出处：《山东师范大学》2014年硕士论文　论文类型：学位论文

【摘要】：人才是企业实现总体战略目标的人力资源保障，是实现可持续发展的根本动力。在大力推崇“以人为本”当今社会，越来越重视对“人”的管理是大势所趋。在石油企业中，专业技术人才更承担着整个企业技术管理与技术研发的重任，可以说石油企业的生存与发展与专业技术人才梯队建设息息相关。人才梯队建设是企业根据不同时期的战略目标有计划、有目的、有方法的培养、选拔、使用有技之才，从而帮助企业实现人力资源战略目标，实现可持续的发展。中油管道公司是管道储运企业中的一家老单位，伴随着多次业务重组，许多优秀骨干人才不断输出，加上自身的历史包袱重、员工队伍年龄结构老化，学历层次不高等特征日益突出，，阻碍了公司的长远可持续发展。因此，要想在管道快速发展的机遇期实现自身业务的快速发展，员工素质提升和人才队伍建设成为了一项迫在眉睫的重要课题。首先本文在学习总结借鉴人力资源管理相关理论的基础上，介绍了人才梯队的含义并总结其特点，分析了进行人才梯队建设的重要性以及影响的内外部因素。同时对中油管道公司人力资源现状、人力资源存在的问题及专业技术人才梯队建设现状进行深入剖析。其次，根据以上分析的内容，按照发现问题——分析问题——解决问题的思路，结合该公司主营业务特点及实际情况，提出几点对专业技术人才梯队建设工作进行优化的思路。主要包括夯实人力资源基础工作，即做好人力资源数据的收集、统计和整理、分析，作为开展人才工作的坚实基础；大胆使用胜任力模型开展人才评价，通过胜任力体系建设，全方位立体化对员工的能力素质进行评价，作为选拔人才的基础；根据新的工作模式和特点重新构建职业阶梯及薪酬制度，使人才梯队与岗位相匹配。再次，结合该公司实际设计专业技术人才梯队建设优化方案，包括梯队层级的设计及梯队规模的设置，对不同梯队人才的选拔提出较为合理的选拔方式，具体分为岗位资质认证、职称评审、综合素质评价、专家带项目选拔几种选拔方式，并制定详细具体的量化评选表。同时在如何使用人才、考核人才、培养人才等方面提出具体措施，制定考核量化表。最后，还将对某一梯队人才的选拔方案应用于实际工作中，介绍选拔工作情况和遇到的问题，更有效地验证了方案的可行性，同时查找出不足之处，提出改进的意见和建议。整个优化思路和方案通过设定专业技术人才梯队建设目标、构建梯队序列并以岗位能力模型为核心提出一套系统的、切实可行的人才评估及人才选拔方案，目的是能实现人才评价机制标准化，从而进一步优化专业技术人才梯队建设工作。
[Abstract]:Talent is the guarantee of human resources for enterprises to achieve the overall strategic goal and the fundamental motive force for the realization of sustainable development. In today's society, more and more attention is paid to the management of "people". In oil enterprises, it is a general trend to pay more and more attention to the management of "people". Professional and technical personnel are also shouldering the responsibility of technology management and technology research and development of the whole enterprise. It can be said that the survival and development of petroleum enterprises are closely related to the construction of echelons of professional and technical talents. The construction of talent echelons is that enterprises have plans, aims, methods to train, select and use skilled talents according to the strategic objectives of different periods. To help enterprises achieve human resources strategic objectives, to achieve sustainable development. CNPC is an old unit in pipeline storage and transportation enterprises. With many business reorganizations, many outstanding backbone talents are constantly exported, and their own historical burden is heavy, and the age structure of the workforce is aging. The characteristics of low academic level are increasingly prominent, which hinder the long-term sustainable development of the company. Therefore, in order to realize the rapid development of their own business in the period of rapid development of pipeline, The improvement of staff quality and the construction of talent team have become an urgent and important subject. First of all, on the basis of learning summary and drawing lessons from human resource management theory, this paper introduces the meaning of talent echelon and summarizes its characteristics. This paper analyzes the importance of talent echelon construction and the internal and external factors affecting it. At the same time, it makes a deep analysis of the current situation of human resources, the problems existing in human resources and the current situation of construction of professional and technical personnel echelon in CNPC. According to the contents of the above analysis, according to the idea of finding the problem-analyzing problem-solving the problem, combined with the characteristics of the company's main business and the actual situation, This paper puts forward some ideas of optimizing the construction of echelon of professional and technical talents, mainly including ramming the basic work of human resources, that is, doing well the collection, statistics and arrangement of human resources data, analysis, as a solid foundation for the development of human resources work; Boldly use competency model to carry out talent evaluation, through the construction of competency system, all-round three-dimensional evaluation of the ability of employees, as the basis for the selection of talent; According to the new work mode and characteristics, the professional ladder and salary system should be re-constructed to make the talent echelon match with the post. Thirdly, combining with the actual design of the company, the optimization scheme of the construction of the professional and technical personnel echelon is designed. Including the design of echelon level and the setting of echelon scale, and put forward more reasonable selection methods for different echelon talents, including post qualification certification, professional title evaluation, comprehensive quality evaluation, expert lead project selection. At the same time, it puts forward specific measures in the aspects of how to use, assess and train talents, and formulates a quantitative evaluation table. Finally, the selection scheme of a certain echelon talent is applied to practical work. This paper introduces the selection work and the problems encountered, verifies the feasibility of the scheme more effectively, finds out the inadequacies, and puts forward some suggestions and suggestions for improvement. The whole optimization train of thought and scheme put forward a set of systematic and feasible talent evaluation and talent selection plan by setting up professional and technical talents echelon construction target, constructing echelon sequence and taking post ability model as the core. The aim is to realize the standardization of talent evaluation mechanism and optimize the construction of echelon of professional and technical talents.
【学位授予单位】：山东师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.22;F272.92

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