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论文编号：	9467
作者编号：	2220150566
上传时间：	2017/12/6 10:31:26
中文题目：	福宝公司技术人才管理研究
英文题目：	BaoFu CO.,Ltd Research on the management of technical talents
指导老师：	张玉利
中文关键字：	精细化学品；技术人才；指标化管理法
英文关键字：	Fine chemicals; Technical personnel; Index law
中文摘要：	摘　要 精细化学品应用广（广泛应用于医药、材料、食品等领域），品种多，市场大，附加值高，但是具有单一品种市场小的特点，因此决定了其对行业技术人才的依赖度大。在中国行业内部普遍重视资产投入，轻视人才投入，成本主要集中在资产环节，导致行业无法留住人才，尤其是技术人才。技术人才策略的成败已经成为精细化学品行业发展的关键。传统的技术人才评价体系，以技术人员的工作量为主要依据，忽视了市场的导向性作用，导致技术人员的工作重心与市场脱节。精细化学品产品种类繁多，更新换代速度快，传统的考核方法缺乏对技术人员的工作进行量化评定，考核体系不公平。 传统的技术人员评价体系，无法适应当前国内形势和行业形势，行业已经无法形成人才聚集效应，人才看不到发展希望，无法释放热情，发挥自身的价值，无法在行业内聚焦。最终形成人才流失，企业也无从发展的恶性循环。 本文旨在建立一种新的考核方法：指标化管理法。这种新的考核方法可以实现精细化学品领域技术人才绩效的量化管理。指标化管理法以结果为导向，机会均等，实现价值分配的起点公平。指标化管理法能够使企业真正的建立人才的授权式领导方式，激发人才的工作热情，从而解决精细化学品领域人才流失问题。本文通过对指标化管理法在精细化学品行业研发、生产、质量管理领域进行应用举例，证明指标化管理法是一种能够实现企业和员工共赢的科学有效的人才管理体系。
英文摘要：	Abstract Fine chemicals are widely used and have many varieties, they have broad market and high additional value. But as to single product, the market was narrow, which determines its dependence of industry technical personnel. Industry in China generally put more attention to assets, less attention to the talent, their costs are mainly concentrated in assets, leading to be unable to retain talent, especially technical talents. The technology talent strategy has become key factor to the development of fine chemicals industry. The traditional technical talent evaluation system, mainly based on technical personnel's work, ignore the leading role of the market, leading center of technical personnel's work outside of the market. Many different kinds of fine chemical products update quickly, the traditional examination methods lack of the quantitative evaluation, so the assessment system is unfair. The traditional technical personnel evaluation system cannot adapt to the current domestic situation and industry situation, the industry has been unable to form the talent aggregation effect. People can't see the hope, they are unable to release passion. Eventually form the brain drain, the enterprise also cannot development. The purpose of this paper is to establish a new evaluation method: index law. This new examination method can realize the quantitative management of technical personnel performance. Index law is result oriented, equality of opportunity, make fair starting point. Index law can establish a real talent delegating style of leadership, inspire talents' working enthusiasm, thus solving the problem of brain drain .This article prove the index law can realize success of enterprise through the examples in apartments of research and development, production, quality management.
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