QX集团管理人才培养方案研究

发布时间：2018-03-27 15:18

本文选题：人力资本　切入点：管理人才培养　出处：《北京交通大学》2014年硕士论文

【摘要】：摘要：管理是灵魂,人才是根本。企业的核心竞争力源于人才,已成为不争的事实。根据二八法则,处于企业关键岗位约20%的管理人才是推动企业持续发展的关键因素。企业能否对其高素质管理人才进行有效的开发、激励和任用,必将对企业能否良性运作并实现可持续发展产生深远的影响。作为一家专业从事精细化工产品制造的民营企业,QX石油化工集团有限公司在快速扩张和发展的同时也面临着这样的现实问题,高素质管理人才的短缺已越发成为制约企业发展的瓶颈。如何破解这一人力资源瓶颈是摆在企业面前的一道难题。本文首先对人力资本理论、激励理论和接班人计划等相关理论做了研究综述,对国内外企业管理人才培养研究的现状进行了概述；通过问卷调查、文件查阅、访谈等方式方法,对QX集团管理人才培养现状进行了较全面考察,找出了集团内部人才培养和人员培训方面存在的诸多问题,譬如：对管理人才培养缺乏整体规划、培养理念和培训模式落后、考核评价机制主观性过强、培训课程开发不足以及培养激励措施不显著等等,在此基础上,就可能引发这一系列问题的原因进行了分析和提炼；之后,本文从QX集团的发展战略以及对管理人才培养的需求出发,分析了培养模式构建的关键点,在其基础上提出了培养方案的构建思路；再次,运用灰色系统理论模型预测了QX集团未来五年管理人员的需求量变动情况,在人力资本理论、激励理论和人才成长相关理论的指导下,结合企业实际,构建出了一个将预测、培养、评价、激励和发展等环节有机结合的联动方案,借助SPSS19.0统计工具对问卷调查收集来的数据进行统计分析,构建了由6个因子,19项评价指标为核心的管理人才评价模型。最后,本文就管理人才培养方案的有效实施,针对性地提出了四方面配套保障措施,以对培养方案进行有力的支持。本文的研究及其成果在QX集团管理人才培养及评价机制的设计和实施方面有一定的突破,有助于企业优化组织中的人力资源结构,提升现代化管理水平。本研究对同类企业建立并完善人才培养及评价机制也具有一定的借鉴意义。
[Abstract]:Abstract: management is the soul and talent is the root. The core competence of an enterprise originates from talent and has become an indisputable fact. About 20% of the management personnel in the key positions of the enterprise is the key factor to promote the sustainable development of the enterprise. As a private enterprise specializing in fine chemical products manufacturing, QX Petrochemical Group Co., Ltd. is expanding and developing rapidly. Also faced with such practical problems, The shortage of high-quality management personnel has become the bottleneck restricting the development of enterprises. How to solve this bottleneck of human resources is a difficult problem in front of enterprises. Firstly, this paper summarizes the theory of human capital, incentive theory and succession plan, and summarizes the current situation of domestic and foreign enterprise management talent training. Through interviews and other methods, this paper makes a comprehensive investigation on the present situation of QX Group Management Talent training, and finds out many problems in personnel training and personnel training within the Group, such as the lack of overall planning for the training of managerial talents. The training idea and training model are backward, the subjective evaluation mechanism is too strong, the training curriculum development is insufficient and the training incentive measures are not obvious, etc. On this basis, the causes that may lead to this series of problems are analyzed and refined. Then, starting from the development strategy of QX Group and the demand for management personnel training, this paper analyzes the key points of training mode construction, and puts forward the train of thought on the basis of it. Based on the grey system theory model, this paper predicts the change of the managers' demand in QX Group in the next five years. Under the guidance of human capital theory, incentive theory and talent growth theory, combined with the practice of the enterprise, a forecast will be constructed. The linkage scheme of cultivation, evaluation, encouragement and development, and the statistical analysis of the data collected by the questionnaire with the help of SPSS19.0 statistical tools. This paper constructs an evaluation model of management talents with 19 evaluation indexes as the core of 6 factors. Finally, this paper puts forward four supporting measures for the effective implementation of the training program of management talents. In order to carry on the strong support to the training program. The research and results of this paper have a certain breakthrough in the design and implementation of QX group management talent training and evaluation mechanism, which is helpful to optimize the human resource structure in the organization. This research also has certain reference significance for the similar enterprises to establish and perfect the talent training and evaluation mechanism.
【学位授予单位】：北京交通大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.722

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