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论文编号：	12385
作者编号：	2120192942
上传时间：	2021/6/10 10:52:33
中文题目：	D公司中层后备干部梯队建设研究
英文题目：	Research on the Echelon Construction of Middle Level Reserve Cadres in D Company
指导老师：	袁庆宏
中文关键字：	中层干部；后备人才；人才培养；干部梯队建设
英文关键字：	Middle level cadres；Reserve talents；Personnel training; Cadre echelon construction
中文摘要：	D公司是在新一轮深化国有企业改革的背景下，由DZ市委市政府于2017年1月批准成立的市属一级国有资本运营平台。D公司成立后，DZ市政府将原来属于DZ市交通局的五家国有企业划转给D公司，D公司根据发展需要，又成立了六家新的一级子公司。2020年下半年，D公司开始梳理、确定发展战略，从《企业发展战略规划调查问卷》统计结果可知，D公司目前人力资源管理主要存在“员工培训不到位”的问题，人力资源管理急需提升“员工的培训与发展，特别是后备人才的培养”。经分析，发现D公司正处于管理体制改革和快速转型发展的叠加期，中层干部需求较大，现有中层干部无法满足公司快速发展的需要。D公司对外来人才吸引力不足，自身又缺乏后备干部培养机制，造成中层干部后继无人。因此，D公司急需建立中层后备干部培养体系，为公司发展提供充足的、高质量的中层干部。中层后备干部梯队建设不仅仅是简单的培训工作，而是将人员测评、选拔、培训和激励等工作有机结合起来，有计划、分步骤地对中层后备干部进行培养，确保中层干部的持续供给，从而不断提升企业的核心竞争力和健康可持续发展能力。本文从职业生涯规划理论、胜任力模型理论、人员测评与甄选理论、培训与开发理论、激励理论出发，通过对D公司及其中层干部现状分析，探究D公司中层干部存在的问题及其原因。进而提出中层后备干部梯队建设的方案策略，并进一步提出中层后备干部梯队建设的保障措施，为D公司中层后备干部的选拔、培养、管理和使用提供完整的解决方案。以期解决D公司目前面临的中层干部匮乏的问题，为D公司的健康可持续发展提供强大的人才支撑，并为相关公司的中层后备干部梯队建设提供借鉴。
英文摘要：	D Company is a municipal first-class state-owned capital operation platform approved by DZ municipal Party committee and government in January 2017 under the background of a new round of deepening the reform of state-owned enterprises. After the establishment of company D, the DZ municipal government transferred five state-owned enterprises originally belonging to the Transportation Bureau to company D. according to the development needs, company D established six new first-class subsidiaries. In the second half of 2020, company D began to sort out and determine its development strategy. According to the statistical results of the questionnaire on enterprise development strategy planning, the main problem of human resource management in company D is that "staff training is not in place", and human resource management urgently needs to improve "staff training and development, especially the cultivation of reserve talents". Through analysis, it is found that D company is in the superposition period of management system reform and rapid transformation and development, and the demand for middle-level cadres is large, so the existing middle-level cadres can not meet the needs of the company's rapid development. In addition, D company is not attractive to foreign talents, and lack of reserve cadre training mechanism, resulting in no successor for middle-level cadres. Therefore, D company urgently needs to establish a middle-level reserve cadre training system to provide sufficient and high-quality middle-level cadres for the development of the company. The echelon construction of middle-level reserve cadres is not only a simple training work, but also an organic combination of personnel evaluation, selection, training and incentive, so as to cultivate middle-level reserve cadres in a planned and step-by-step way, ensure the continuous supply of middle-level cadres, and continuously improve the core competitiveness and healthy sustainable development ability of enterprises. Based on career planning theory, competency model theory, personnel evaluation and selection theory, training and development theory and incentive theory, this thesis analyzes the status of D company and its middle-level cadres, and explores the problems and reasons of D company's middle-level cadres. Then it puts forward the scheme strategy of the middle-level reserve cadre echelon construction, and further puts forward the guarantee measures of the middle-level reserve cadre echelon construction, so as to provide a complete solution for the selection, cultivation, management and use of the middle-level reserve cadres in D company. In order to solve the problem of middle-level cadres shortage in D company, provide strong talent support for the healthy and sustainable development of D company, and provide reference for the construction of middle-level reserve cadres echelon in related companies.
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