摘要

近年来,云南建工集团大力实施“转方式,调结构”,经营项目向经营资源

转变,调整产业结构,践行效益至尊,集团己由传统的施工企业逐步发展成为

集投融资、房地产幵发,工程项目总承包为一体的大型建设企业集团。在转型

发展的过程中,一方面受市场及政策影响,转型发展的任务紧迫,一方面人才

总量不足,结构不合理,适应转型发展的人才匮乏等问题突出,制约转型发展。

如何适应转型发展,做好人才开发工作,急待解决。

本文结合所在企业行业现状、人力资源现状,从人力资源组织体系建设、

人才培养体系建设、激励约束机制的建立、人才晋升体系建设、人才工作机制

建设等方面,深入阐释建工集团如何在转型背景下,做好企业人力资源开发工

作。目的是通过人才培养体系建设,明确人力资源管理分工,完善人力资源管

理流程,使人力资源管理工作得到真正落实;通过激励约束机制的建立,加强

企业活力,极大限度发挥员工能动性,形成目标明确,考核到位,不断改进的

工作氛围;通过人才晋升体系的建立,为员工提供公平合理的晋升通道,在企

业内部形成能上能下,人才梯次成长的局面;通过完善沟通渠道,解决建筑施

工企业沟通问题,缩短信息传递流程,使企业内部信息最快,最全面的共享。

人力资源管理工作是企业文化落地的核心,通过发挥企业文化魅力,使企业内

部“以人为本”的理念得到真正落实。总之,本文从务实的角度出发,力求实效,

提出一些解决对策,对建筑施工企业如何做好人力资源开发具有一定借鉴意

义。

关键词:建筑行业,人力资源开发,转型升级

I

A STUDY ON YUNNAN JIANGONG'S HUMAN

RESOURCE DEVELOPMENT STRATEGIES UNDER THE

BACKGROUND OF TRANSFORMATION

ABSTRACT

In recent years, Yunnan Jiangong Group is vigorously implementing the

strategy of “changing modes and adjusting structures”, which means changing

project management into resource management, constantly adjusting industrial

structure, and practicing efficiency-oriented concept. The Group has been

changed into a large-scaled construction enterprise group integrating investment,

financing, of real estate development, with construction projects contracting.

During the process of transformation, on one hand, there is an urgent need for

transformation influenced by market and strategies; on the other hand, there are

some highlighting issues confining transformation like insufficient talented human

resources, unreasonable structures, and inadequate staff adaptive to

transformation. Therefore, development of talented human resources is a burning

question to adapt to the transformation development.

This paper tries to make use of the human resource management tools to

further illustrate how Yunnan Jiangong Group develop human resources under the

background of transformation,from the perspective of building of human resource

organizational system, development of staff training system, establishment of

motivation and restriction mechanism, development of promotional system, and

talent management, based on the current situation of construction industry and

human resource management. Development of staff training system will help

clarify division of human resource management and improve the procedure of

human resource management, so as to finally put human resource management

into practice. Establishment of motivation and restriction mechanism will

strengthen the enterprise vitality and stimulate the initiative of staff to the largest

extent, resulting in a better work atmosphere with clear objectives, effective

assessment, and continuous improvement. Development of promotional system

could provide a fair and just promotion opportunity for staff, to enable staff to

work at either higher or lower levels so as to form a personnel echelon. Application