中国石油云南销售公司劳动关系管理研究

发布时间：2018-12-17 12:21

【摘要】：人力资源是企业的第一资源。在全球经济一体化的大背景下,通过有效的人力资源管理手段,建立和谐的劳动关系,充分发挥人力资源在企业管理、发展中起到关键的作用,已经成为企业管理的重要课题。从企业管理的角度来看,劳动关系的不和谐现象不仅体现在劳动争议和罢工事件,也体现在组织内员工的工作倦怠、绩效低下、频繁的离职跳槽等退缩行为上,劳动关系不和谐将会严重影响人力资源在企业发展的重大作用,在一定程度上将会阻止企业的快速发展,更加影响到企业的经营目标实现和长期战略发展不能如期实现。只有发展和谐高效的劳动关系,尊重和实现劳动者的权益,使企业与劳动者形成一种合作共赢的合作共同体,才能充分发挥企业人力资源优势,充分调动和激发广大员工的主人翁意识,使员工由被动的执行转变为主动奉献,深度挖掘员工的潜力,规划员工和企业的共同发展目标,才能稳步推动企业可持续健康稳定发展。本文着重研究中国石油云南销售公司的劳动关系管理问题,以中国石油云南销售公司劳动关系管理特点和存在的突出问题为例,重点分析其在用工管理制度中存在的缺陷,如在相同管理岗位上存在不同身份员工和不同待遇现象,即“合同化员工,,和“市场化员工,身份的区别,以及在员工绩效方面未能做到精细的科学考核水准,虽然在不断完善考核体系,依然存在粗放化和“大锅饭”现象,从而使相当一部分员工未能全身心去投入工作,对此进行深度剖析。中国石油属我国大型国有企业,其管理模式在一定程度上具有国有企业用工管理的一定代表性。本文研究结论对于中国石油云南销售公司完善劳动关系管理,以及对我国国有企业劳动关系向先进性迈进提供一定的参考价值。同时,文章首先梳理了企业劳动关系管理的基本理论,以此作为后续分析的理论基础。其次,从用工管理、培训管理、薪酬管理和离职管理等方面分析了中国石油云南销售公司劳动关系管理的现状,并从5个不同方面分析了中国石油云南销售公司劳动关系管理中存在的问题。总结出劳动关系也是一种生产力,是企业经营管理的重要组成部分,和谐高效的劳动关系将会为企业创造无比财富,是推动企业快速发展的“软黄金”。不和谐的劳动关系将会制约着企业发展目标的实现,是阻止企业发展的一双看不见“无形的手”。最后,文章从人力资源科学管理、用人制度完善、激励机制建立和工会组织有效管理等六个方面提出了中国石油云南销售公司劳动关系管理的参考做法。
[Abstract]:Human resource is the first resource of enterprise. Under the background of global economic integration, establishing harmonious labor relations through effective human resource management means and giving full play to the key role of human resources in enterprise management and development has become an important subject of enterprise management. From the point of view of enterprise management, the disharmony of labor relations is not only reflected in labor disputes and strikes, but also in the employees' job burnout, low performance, frequent turnover and so on. The disharmony of labor relations will seriously affect the important role of human resources in the development of enterprises, to a certain extent, will prevent the rapid development of enterprises, and will also affect the realization of business objectives and long-term strategic development of enterprises can not be achieved on time. Only by developing harmonious and efficient labor relations, respecting and realizing the rights and interests of workers, and making enterprises and workers form a win-win cooperative community, can the advantages of human resources of enterprises be brought into full play. Fully mobilize and stimulate the majority of staff's sense of ownership, so that employees from passive implementation to active dedication, the depth of the staff to tap the potential of the staff, planning the common development goals of employees and enterprises, In order to steadily promote the sustainable, healthy and stable development of enterprises. This paper focuses on the labor relations management of China Petroleum Yunnan sales Company. Taking the characteristics and outstanding problems of the labor relations management of China Petroleum Yunnan sales Company as an example, the defects in the employment management system are analyzed. For example, in the same management position, there are different employees with different status and different treatment, that is, "contract employees," and "market-oriented employees, identity differences, and the failure to achieve a fine scientific assessment level in employee performance," Although the examination system is being perfected continuously, there still exists the phenomenon of extensive and "big pot rice", which makes a considerable number of employees fail to devote themselves to the work, which is deeply analyzed. PetroChina is a large state-owned enterprise in China, and its management mode is representative of the employment management of state-owned enterprises to a certain extent. The conclusion of this paper provides a certain reference value for China Petroleum Yunnan sales Company to improve the management of labor relations and to advance the labor relations of state-owned enterprises. At the same time, the article firstly combs the basic theory of enterprise labor relations management, which is the theoretical basis of subsequent analysis. Secondly, from the aspects of employment management, training management, salary management and turnover management, the paper analyzes the current situation of labor relations management in CNPC Yunnan sales Company. The problems in the management of labor relations in CNPC Yunnan sales Company are analyzed from five different aspects. It is concluded that labor relations are also a kind of productive force and an important part of enterprise management. Harmonious and efficient labor relations will create incomparable wealth for enterprises and are "soft gold" to promote the rapid development of enterprises. The disharmonious labor relation will restrict the realization of the enterprise development goal, is a pair of invisible hand which prevents the enterprise development. Finally, the paper puts forward the reference practices of the management of labor relations in China Petroleum Yunnan sales Company from six aspects: scientific management of human resources, perfection of employment system, establishment of incentive mechanism and effective management of trade union organizations.
【学位授予单位】：云南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F249.26;F426.22

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