桂林海事局工作人员差异化管理研究

发布时间：2018-12-26 17:37

【摘要】：由于现有人事制度的局限性和人事管理观念的落后,桂林海事局已经逐渐暴露出人浮于事、缺乏竞争力、职工工作缺乏热情、奖惩机制不能很好发挥调节作用、人员使用培养方式简单、人员配置不合理等等问题,为了解决这些问题,本文通过对新公共管理理论、人力资源管理理论的研究,提出传统的公共组织人力管理方式已经不能适应形势发展需要,一个组织要发展必须充分考虑的人的因素,即：以人为本。以人为本,就应该充分考虑个体的差异,重视了个体的差异,才能有的放矢的进行管理,所以提出了人员差异化管理的理念。将差异化管理和分类制管理进行一个简单的区分,让大家认识到差异化管理比分类制管理更加积极和有效的地方。同时,在借鉴西方国家在差异化管理方面经验的基础上,深入分析了桂林海事局工作人员管理存在工作人员使用-培养模式相对简单粗放,未开展职业生涯规划,导致人力资源的浪费；工作人员激励机制不健全,有效竞争不足,导致人力资源主观能动性发挥受到影响；工作人员轮岗程度低,人力资源配置不合理等问题,并运用系统论、需求论等人力资源管理理论,提出桂林海事局工作人员差异化管理的可行性模式,即从信息收集分析-建立工作人员差异化数据库—建立对应绩效考评体系的模式。桂林海事局工作人员差异化管理正视并重视了海事工作人员的个体差异化,而且将个人的成长发展与桂林海事局的发展紧密联系起来,探寻了一种适当的、持续的、高效的海事工作人员管理模式,实现了个人与组织的相互促进,具有重要的现实意义。
[Abstract]:Due to the limitations of the existing personnel system and the backwardness of personnel management concepts, the Guilin Marine Bureau has gradually revealed that there are too many people, lack of competitiveness, lack of enthusiasm for the work of the staff and workers, and the reward and punishment mechanism cannot play a very good role in regulating the situation. In order to solve these problems, this paper studies the new public management theory, human resource management theory, and so on. It is pointed out that the traditional way of human management in public organizations can no longer meet the needs of the development of the situation, and that the human factors that must be fully considered in the development of an organization, that is, people-oriented, must be fully considered. Taking people as the basis, we should fully consider individual differences and attach importance to individual differences, so we can manage them in a targeted way, so we put forward the concept of personnel differentiation management. This paper makes a simple distinction between differentiated management and classified management, which makes us realize that differentiation management is more active and effective than classifying management. At the same time, on the basis of learning from the experience of western countries in the management of differentiation, this paper deeply analyzes the existence of staff use-training mode in Guilin Marine Administration, which is relatively simple and extensive, and does not carry out career planning. Lead to the waste of human resources; The staff incentive mechanism is not perfect and the effective competition is insufficient, which results in the human resources subjective initiative being affected; Based on the system theory and demand theory, this paper puts forward the feasible mode of the differentiated management of the staff of Guilin Marine Bureau, which is based on the low degree of staff turnover and unreasonable allocation of human resources. That is, from the information collection and analysis-the establishment of staff differentiation database-to establish the corresponding performance evaluation system model. The differentiated management of the staff of Guilin Marine Affairs Bureau has faced up to and attached importance to the individual differentiation of maritime personnel, and closely linked the personal growth and development with the development of the Guilin Maritime Affairs Bureau, and explored a suitable and sustainable one. The highly efficient management mode of maritime personnel realizes the mutual promotion between individuals and organizations, which has important practical significance.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F552

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