基于胜任力模型的胜利油田海外技能人才培训研究

发布时间：2018-11-28 18:05

【摘要】：胜利油田近年来先后与伊朗、阿尔及利亚、阿塞拜疆等国家的石油公司进行业务合作,海外市场得到不断拓展,其海外业务已成为企业业务链中的重要一环。油田海外项目的实施过程中,技术人才是事关成败的重要因素,但企业现有的海外技术人员却存在知识面相对狭窄、技能比较单一、外语水平有限等问题。缺少与跨国经营相匹配的高素质技能人才,已严重影响了胜利油田海外业务的拓展。因此胜利油田加大对海外技能人才的培训已成当务之急。文章首先对胜利油田现有的对海外技能人才培训工作进行了梳理,发现目前胜利油田海外技能人才培训存在培训需求分析不足、培训内容缺少针对性、培训方法单一等问题,导致开设的培训不能有效提高技能人才的综合素质使其胜任海外工作。针对以上问题,我们从胜任力的视角出发,在阅读文献的基础上,首先通过访谈法广泛收集与海外油田工程有关的知识胜任力、技能胜任力和内生胜任力等各项能力指标。然后通过德尔菲法和区位商分析法对已有的胜任力指标进行筛选,构成胜任力层级。最后通过层次分析法对现有的各层级指标赋予权重,构成胜利油田海外技能人才的胜任力模型。最后,以海外技能人才的胜任力模型为依据,结合上文分析的胜利油田培训现状,提出改进措施:建立基于胜任力模型的培训需求分析;细分培训对象;区分培训内容设置;设计灵活的培训形式;注意把握培训方向并保持部门间配合。以使胜利油田海外技能人才的培训工作更加有的放矢,使技能人才的胜任力通过培训得到更大发展和提高。
[Abstract]:In recent years, Shengli Oilfield has carried on business cooperation with oil companies in Iran, Algeria, Azerbaijan and other countries, and its overseas business has become an important part of enterprise business chain. In the implementation of overseas projects in oil fields, technical talents are important factors for success or failure. However, the existing overseas technicians in enterprises have some problems, such as relatively narrow knowledge, single skills, limited foreign language level, and so on. The lack of high-quality talents matched with multinational operation has seriously affected the expansion of overseas business in Shengli Oilfield. Therefore, Shengli Oilfield to increase the training of overseas skilled personnel has become a top priority. Firstly, this paper combs the existing training work of overseas skilled personnel in Shengli Oilfield, and finds that there are some problems in the training of overseas skilled personnel in Shengli Oilfield, such as insufficient analysis of training demand, lack of pertinence of training contents and single training method. As a result, the training can not effectively improve the comprehensive quality of skilled personnel to make them competent for overseas work. In view of the above problems, from the perspective of competence and on the basis of reading the literature, we firstly collect widely the knowledge competence, skill competence and endogenous competence related to overseas oil field engineering through interviews. Then the competency index is screened by Delphi method and location quotient analysis. Finally, this paper gives weight to the existing indexes by AHP, which constitutes the competency model of overseas skilled talents in Shengli Oilfield. Finally, according to the competency model of overseas skilled personnel, combined with the present situation of Shengli Oilfield training analyzed above, the improvement measures are put forward: establishing the training demand analysis based on competency model, subdividing the training object, distinguishing the training content setting; Design flexible training form; pay attention to grasp the training direction and maintain interdepartmental cooperation. In order to make the training of overseas skilled personnel in Shengli Oilfield more targeted, the competence of skilled personnel can be further developed and improved through training.
【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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