天津G国有企业中层管理人员选拔任用研究

发布时间：2018-09-17 07:59

【摘要】：改革开放以来,市场经济取得突发猛进发展,国家经济从计划经济向市场经济转变。面对当前的市场经济环境,国家不断深化国有资产管理体制改革。在这样的新形势下,国有企业领导的选拔任用工作显得尤为重要,特别是在企业中起到承上启下作用的中层管理人员的选拔任用,直接影响到整个企业的优质运作和发展。但就现在我国的国情来看,很大一部分国有企业的中层管理人员选拔任用机制还不够完善,无法完全适应现代企业制度的要求。因此,对国有企业中层管理人员选拔任用机制进行改革和完善,是国有企业改革的一项重要任务。天津G国有企业是一家成立于1996年的港口型企业,拥有装卸、国际物流、港口地产、港口综合服务四大模块的大型国有企业。2015年货物吞吐量突破5.4亿吨,位居世界第四。这个大型国有企业也是一家集团企业,下属二级单位多达70余家,这70余家的处长和副处长就是天津G国有企业的中层管理人员,也是本文的研究重点。本文着重以天津G国有企业为例,深入研究国有企业中层管理人员选拔人才机制的现状,探究国有企业中层管理人员选拔任用过程中所可能存在的问题,并加以分析。通过对国内外人力资源理论的研究,探讨在市场经济发展条件下我国国有企业中层管理人员选拔任用机制该如何改善、如何建立新机制。本文基于胜任力模型理论,建立天津G国有企业中层管理人员的胜任力模型。通过个别访谈等人力资源获取信息的方法,获取了 31个胜任力因素。利用这31个因素对本次选拔出来的29名中层管理人员进行测评,并找出不足,分析原因。最终建立天津G国有企业中层管理人员胜任力模型,该模型主要包括6大模块,分别是:领导特质、个性特质、内在品质、工作态度、价值观、个人能力。基于胜任力模型,指导建立新的选拔、培养机制,以实现天津G中层管理人员胜任力水平的提升。
[Abstract]:Since the reform and opening up, the market economy has made a sudden rapid development, the national economy from a planned economy to a market economy. Facing the current market economy environment, the country unceasingly deepens the state-owned assets management system reform. In such a new situation, the selection and appointment of the leaders of state-owned enterprises is particularly important, especially the selection and appointment of middle-level managers who play a connecting role in the enterprises, which directly affect the high-quality operation and development of the whole enterprise. However, the selection and appointment mechanism of middle-level managers in a large part of state-owned enterprises is not perfect enough to meet the requirements of modern enterprise system. Therefore, it is an important task to reform and perfect the mechanism of selecting and appointing middle managers in state-owned enterprises. Tianjin G state-owned enterprise is a large state-owned enterprise with four modules of loading and unloading, international logistics, port real estate and port integrated service, which was founded in 1996. The cargo throughput exceeded 540 million tons in 2015, ranking fourth in the world. This large state-owned enterprise is also a group enterprise with more than 70 subordinate secondary units. The director and deputy director of the 70 or so state-owned enterprises are middle managers of Tianjin G state-owned enterprise, which is also the focus of this paper. Taking Tianjin G state-owned enterprise as an example, this paper makes a deep study on the present situation of the selection mechanism of middle managers in state-owned enterprises, probes into the problems that may exist in the process of selecting and appointing middle managers in state-owned enterprises, and analyses them. Based on the study of human resource theory at home and abroad, this paper discusses how to improve and establish a new mechanism for the selection and appointment of middle-level managers in state-owned enterprises under the condition of market economy development. Based on competency model theory, the competency model of middle managers in Tianjin G state-owned enterprise is established in this paper. Through individual interviews and other methods of obtaining information, 31 competency factors were obtained. The 31 factors are used to evaluate 29 middle managers, find out the deficiency and analyze the reasons. Finally, the competency model of middle-level managers in Tianjin G state-owned enterprise is established. The model includes six modules: leadership trait, personality trait, internal quality, work attitude, values and personal ability. Based on competency model, a new selection and training mechanism is established to improve the competence of middle-level managers in Tianjin G.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F552.6

【参考文献】