联系我们

论文查询结果	返回搜索

论文编号：	2590
作者编号：	2220080776
上传时间：	2010/6/12 10:40:00
中文题目：	LY石化企业人力资源管理变革研究
英文题目：	LY Petrochemical Study of Human Resource Management
指导老师：	吴国存
中文关键字：	关键词：石化企业 人力资源管理 变革
英文关键字：	Key words: HRM reform innovation
中文摘要：	通过对LY石化企业人力资源管理的调查分析，发现其存在着一般性问题：尚未建立有效的引人机制，企业引人困难重重；激励机制存在偏差，难以提升员工进取心和创造性；人力资源运用存在偏颇，不能量才而用，人尽其才；没有完善的员工培训、发展制度，存在“重用人，轻育人”现象。另外，还存在人力资源配置不合理，缺乏良好的企业文化，人才流失严重等问题。同时，发展中还出现诸多新问题：员工素质与企业快速发展不相匹配；优秀的管理人员和技术人员相对短缺；企业发展涉及各方面的利益调整，干部员工思想波动大，企业思想政治工作面临新问题；部门之间各自为政、画地为牢、相互推诿扯皮现象严重，小集团思想依然存在等。 本研究对LY石化企业人力资源管理问题存在的深层原因进行分析：由于历史原因，造成了员工缺乏竞争意识，素质普遍较低、观念滞后；绩效考核激励效应弱；职工流动不规范，随意性大等，这些决定了人力资源管理变革的必然性。同时，本研究阐述了LY石化企业人力资源管理变革的思路，即由传统人事管理向现代人力资源管理转型，导入、树立现代人力资源管理理念；创建“以人为本”的人力资源开发管理新模式等。在推进变革中，LY石化企业创新构建“识人、用人、育人”开发管理模式，建立竞争上岗和流动竞争机制，实施差异化管理等，有效解决了存在问题。 通过分析研究获知：人力资源是国有企业经济增长、生产发展的首要因素，是宝贵财富，特别对资本、技术密集型的石油石化企业，更需要科技人才；现行企业人力资源管理已不完全适应企业市场化和现代企业管理的要求，持续进行人力资源管理变革势在必行；必须打破原有人力资源管理理念、方法，建立全新的人力资源管理模式；建立健全各项保障对策，是确保国有企业改革成功的必要措施。而其亟待研究和实践的方向为：树立人力资源管理战略观念，将人力资源管理与发展战略目标实现相结合；树立国际人力资源管理新观念，强调经济全球化背景下的管理模式；树立政治化人力资源管理新观念，探讨企业文化、非正式组织对人力资源的影响。
英文摘要：	Based on the analysis of HRM in LY Petrochemical Enterprise, the paper points out the following general problems: without an effective mechanism in recruitment, leading to much difficulty in recruiting talents; without an excellent incentive mechanism, hardly inspiring staff’s initiative, enthusiasm and creativity; improper use of HR, not realizing staff’s full potential; without a perfect staff training and development system, causing the phenomenon of ignoring education but valuing talents. In addition, other problems are the irrational distribution of HR, lack of a good corporate culture and serious brain drain problem. Meanwhile, with the development of business, many new problems have arisen.  Staff quality doesn’t match the need of the rapid development of business.  Business is short of good managers and technical staff.  The development of business involves various interests, causing staff’s emotional and mental problems.  Departments are difficult to communicate with each other, leading to serious conflicts, frictions buck passing and even small groups. The paper gives a comprehensive analysis of the deep reasons. Due to historical reasons, there exist the following problems: lack of competitive awareness and the concept of modern management; weak incentive effect of performance evaluation;and irregular and arbitrary movement of staff. All the problems make it necessary to reform HRM. Meanwhile, it mentions the new idea of the reform of HRM, that is, the shift from traditional personnel management to modern HRM by adopting the idea of modern HRM, and creating a new mode of development and management-People-Oriented HRM mode. In the course of the reform, LY Petrochemical Enterprise has established several management modes, such as appreciating-using-educating mode; competition for posts and dynamic competition mechanism, and differential treatment of staff, which have resolved the existing problems effectively. Based on the study and analysis, the paper points out:  HR is the most important factor to influence the growth of state-owned enterprises and the development of production,and is also valuable to enterprises, especially to the petrochemical enterprises, which are in great need of hi-tech talents.  It’s imperative to continue the reform of HRM, because the present situation of HRM can’t meet the need of business market and modern business management;  It’s necessary to establish a completely new mode of HRM instead of the traditional ideas and methods of HRM.  It’s also necessary to establish various security measures to ensure success in corporate reforms. The paper also gives an analysis of the aims of the study and practice of HRM:  to establish the concept of the strategy of HRM, and combine HRM and the aims of the strategy.  to establish the new concept of international HRM and the management mode in global economic situation .  to establish the new concept of political HRM, and discuss the effects on HRM of corporate culture and informal organizations.
查看全文：	预览  下载(下载需要进行登录)