江苏新海石化公司人力资源培训激励研究

发布时间：2018-03-10 19:38

本文选题：人力资源　切入点：培训激励　出处：《陕西师范大学》2015年硕士论文　论文类型：学位论文

【摘要】：江苏新海石化公司作为新建的石油化工企业,在石油成本上涨和市场需求低迷的形势下,要在市场竞争中占据优势、立于不败之地,就必须充分认识到提高企业人力资源管理的问题是完善石油化工企业的经营管理和增强企业竞争力的核心问题。因为新海石化公司不同于其他化工企业岗位丰富、人员充实的特点,新公司的特殊性对人才的全面性、积极性、创造性提出了很高的要求。新海石化公司特别在基层员工的培训方面还存在不足,培训绩效考核流于形式,没有细致的培训制度,没有形成有效地反馈监督机制。因此,探索出一套科学、合理和完善的人力资源培训激励机制和绩效考评体系,对提高员工的职业能力,培养优秀的人才队伍,以使企业在激烈的市场竞争中赢得长期发展优势有着至关重要的作用。这正是本文研究意义所在。本文除了导论外,主要内容包括以下几部分：第一部分即第二章和第三章,这一部分是相关理论基础和经验启示。其中第二章阐述了企业人力资源管理中的培训激励相关理论,并阐述了企业人力资源培训激励体系激励理论的内容、地位及作用。第三章是结合国内外石油化工企业经验启示,分析了其他石油化工企业的成功经验与失败教训以及从中得到的启示。第二部分是第四章和第五章,这部分是江苏新海石化公司人力资源培训激励的案例分析,也是全文的重点。其中第四章介绍了江苏新海石化公司人力资源培训激励概况,以及企业在培训激励中存在的问题,并针对问题进行了分析。第五章是解决该企业人力资源培训激励问题的方案设计及落实措施,并对公司未来的发展提出了建议。第三部分即第六章,是对全文的总结和进一步展望。本文的特色与创新之处是：(1)创建了“以人为本”的人才管理培训激励机制；(2)建立了企业的动态培训激励制度；(3)根据目前江苏新海石化公司在人力资源培训激励中存在的问题与不足,为公司制定了不同的培训激励措施,创建了科学的培训激励模式,完善了合理的员工激励薪酬制度,为公司长期战略目标的实现奠定了理论基础。
[Abstract]:As a newly built petrochemical enterprise, Jiangsu Xinhai Petrochemical Company is in an invincible position in the market competition under the situation of rising oil cost and low market demand. It is necessary to fully realize that the improvement of enterprise human resource management is the core problem in improving the management of petrochemical enterprises and enhancing their competitiveness, because Xinhai Petrochemical Company is different from other chemical enterprises in having abundant posts. The characteristics of staff enrichment and the particularity of the new company have put forward high requirements for the comprehensiveness, enthusiasm and creativity of the talents. Xinhai Petrochemical Company, especially in the training of grass-roots employees, still lacks in training, and the training performance appraisal is a mere formality. There is no detailed training system and no effective feedback supervision mechanism. Therefore, to explore a set of scientific, reasonable and perfect human resources training incentive mechanism and performance evaluation system to improve the professional ability of employees, It is very important to train excellent talents in order to make enterprises win long-term development advantage in the fierce market competition. This is the significance of this paper. In addition to the introduction of this paper, The main contents include the following parts: the first part is the second chapter and the third chapter, this part is the related theory foundation and the experience enlightenment, the second chapter elaborated the training incentive related theory in the enterprise human resources management, The content, status and function of the incentive system of human resource training in enterprises are expounded. Chapter three is based on the experience of petrochemical enterprises at home and abroad. This paper analyzes the successful experience and failure lessons of other petrochemical enterprises and their enlightenment. The second part is 4th and 5th chapters, which is the case study of human resource training incentive of Jiangsu Xinhai Petrochemical Company. The 4th chapter introduces the general situation of human resource training incentive of Jiangsu Xinhai Petrochemical Company and the problems existing in the enterprise training incentive. Chapter 5th is the scheme design and implementation measures to solve the problem of human resource training and incentive, and puts forward some suggestions for the future development of the company. The third part is 6th chapter. The characteristics and innovations of this paper are: (1) creating a "people-oriented" incentive mechanism for human resources management training. (2) establishing a dynamic training incentive system for enterprises.) according to the current situation in Xinhai, Jiangsu Province, China has established a dynamic training incentive system. The problems and shortcomings of human resource training incentive in petrochemical company, Different training incentives have been established for the company, a scientific training incentive model has been established, a reasonable staff incentive compensation system has been perfected, and a theoretical basis has been laid for the realization of the long-term strategic objectives of the company.
【学位授予单位】：陕西师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.72

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