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论文编号：	4856
作者编号：	2120102664
上传时间：	2012/12/12 18:39:09
中文题目：	天津宝洁有限公司技术员工岗位管理体系优化研究
英文题目：	The Study for Optimization of Plant Technician Position Management System for P&G Tianjin Branch
指导老师：	崔勋
中文关键字：	技术员工,工作设计,岗位设置,岗位管理
英文关键字：	Plant technician, work design, position design, position management
中文摘要：	作为生产制造型企业，技术员工是公司最为重要的人力资源组成部分，更是占据员工比例最大的部分。他们作为最为直接的业绩输出者，和对最终客户收到产品的唯一增值者，其岗位能力和工作士气决定了业绩输出的质量、效率，从而决定了企业的盈利和效益。于是，技术员工的岗位设置的合理性与管理者从事岗位管理的先进性尤为关键。那么如何科学的设置技术员工的工作岗位，使其最大程度的丰富其工作内容，充分调动技术员工的工作积极性，已成为了制造型企业内部管理工作的重点之一。本文从蓝领管理的视角，以天津宝洁有限公司技术员工作为研究对象，试图通过构建一整套技术员工岗位管理体系，提升技术员工自我管理工作及职业发展的能力和热情，激发员工良好绩效，从而达到提高组织稳定性，有效性的目的，进而实现员工和企业的双赢。本文通过四步法，具体研究技术员工岗位管理体系的优化。整个体系的输出包括：第一，明确的级别、岗位及工作职责划分，在为管理者提供了客观的工作表现及潜力的评价标准的同时，也为广大技术员工指明了职业发展前进的方向。第二，系统而全面的岗位技能要求和可视化的技能矩阵，是员工进行自主能力建设与提升的基础，也是技术革新的重要参考。第三，客观而全面的技能及工作表现评估，是组织实现公平管理，保持先进性的重要保障。也使得评估结果更客观，具有说服力，更具指导意义。第四，以年为周期的组织表现模型评估和再设计为岗位的持续优化提供了理论支持，也为管理者和员工提供了不断进行自我更新，追求卓越的平台。本文的创新点在于通过对企业实际的研究，输出一套针对生产型企业广大技术员工的切实可行的可量化并且规范化的岗位管理体系。系统明确的提出任何岗位的设置，岗位管理体系的构建均应以深入的工作分析和科学的工作设计作为基础，强调了技术员工的工作丰富化的内涵及其在企业内的实践，为技术员工提供更为有吸引力的职业发展，与此同时取得更加优异的业务结果。最后，本文总结了研究的局限性和不足，并提出了未来应当重视的员工沟通和严格工作表现管理的建议。
英文摘要：	As a production-manufacturing company, plant technicians are the biggest and most important components for all the human resources. They are the direct throughput performer and the only value creator to the consumers. The capability and morale of the technicians determine the quality, effectiveness and efficiency of their work and the finish products, and then impact the company’s revenue and profit margin. Therefore the rationality of technician position design and the advancement of management team to deal with the position management become crucial. Then how to successfully design the technician position to maximize their work scope and content, to encourage the technician perform at their peak should be an important internal managerial work in the production-manufacturing company. From the study object as plant technician in P&G Tianjin Branch, we try to improve the technicians’ capability and passion on self-sufficient daily work and career management through the system optimization to encourage pursue the better results. As a result, we improve the stability and efficiency of the organization, find a win-win solution between people and company, enhance the employer of choice. We study the optimization of technician position management system through 4 aspects, includes: First, Clarify technician levels, positions and work responsibilities, provide objective evaluation criteria to the management, and clarify the career development opportunities to the employees. Second, Systemic and holistic position competency and visualized skill matrix is the foundation of technician capability building, meanwhile it will be the base for technology revolution. Third, Objective and holistic work competency and performance evaluation is the pillar of organization health. And it makes the evaluation results more persuaded and impactful. Forth, Annual based organization performance model assessment for work redesign and position optimization mechanism is the platform for management and employee to sharpen the saw, exceed excellence. The innovation point of the paper is that we’ll build a practical, quantitative, and standardized position management for plant technicians. The system provides the base of healthy position design is coming from deep work analysis and scientific work design, emphasizes the importance of technician work enrichment and empowerment. As a result, we will provide more attractive technician career development and get excellent business results. Lastly, we make a summary about the limits and shortcomings of the research, and we also give recommendations that we should pay more attention on employee relations and rigorous performance management.
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