论文以A石化企业维修部门人力资源管理为研究对象,明确了研究背景、研究
目的和研究意义,总结和梳理了国内外研究成果,阐述了人力资源管理相关概念,
为后续研究提供了理论上的依据。在此基础上,首先是结合调研资料和自己的工
作实际经验,对A石化公司维修部门的人力资源概况及人力资源管理现状进行详细
阐述,指出了A石化公司维修部门人力资源管理存在的问题,在组织机构上存在管
理层级过多、职位设置重复、人员冗余,导致效率低下、多头领导等问题;在培
训方面存在形式大于内容,实际培训效果不理想的问题;薪酬绩效方面存在制度
不完善,激励形式缺失,导致员工工作积极性不高。然后,提出了A石化公司解决
维修部门人力资源管理问题的方法和自己的一些构想,对现有的组织形式进行组
织重构,从根本上改变人力资源管理的混乱现状;制定基于胜任力的培训模型,
提高员工实际操作能力;修改现有的薪酬与绩效模式与内容,使之达到更好的激
励效果。希望这些改进建议能为解决A石化公司维修部门人力资源管理方面存在的
问题提供决策参考
关键词:石化公司;维修部门;人力资源管理东北石油大学 MBA 学位论文
III
Research on Problem of Maintenance Department Human
Resource Management of A Petrochemical Company
ABSTRACT
As the representation of modern enterprises, state-owned enterprises become prior
of most job seekers, which lead to three key issues of human resource management:
matching problem between employees and position,training and development of
employees, and lacking of incentive mechanism. As a large-scale petroleum enterprise,
A company has major issues on human resource management of maintenance
department. How to reasonably plan the organization of maintenance department of A
company and distribute the maintenance personnel, how to train employees and carry
out reasonable incentives has become an urgent problem for managers of A company.
This paper, take human resource management of A company maintenance
department as research objects, introduces research background, purpose and
significance, summarizes domestic and international research achievements,describes
the concept of human resource management, and provide a theoretical basis for the
further study. Based on this, combining the research data and own experience, states
the current situation of A company human resource management, and points out major
issues of maintenance department human resource management, for example,
redundant management levels,redundancy and duplicative position result in
inefficiency and multiple leadership; focusing on training form rather than content
minimize training effect; deficient performance salary system lead to low enthusiasm.
Then, provides solutions and some ideas, for instance, reconstituting existed
organization form to change the chaotic situation of human resource
fundamentally,developing competency based training model to improve practical
ability of employees, modifying the existing pay and performance system to achieve
better incentive effect. Hoping these suggestions will solve the problems in
maintenance department human resource management of A company.
Key words: petroleum company;maintenance department;human resources
management目 录
IV
目 录
学位论文独创性声明.....I
学位论文使用授权声明.I
摘要........II
ASTRACT....... III
第 1 章 绪 论.. 1
1.1 研究背景及意义..........1
1.1.1 研究背景...........1
1.1.2 研究意义...........1
1.2 国内外研究现状述评..2
1.2.1 国外研究现状...2
1.2.2 国内研究现状...3
1.2.3 国内外研究评价...........4
1.3 论文框架及研究方法..4
1.3.1 论文框架...........4
1.3.2 研究方法...........5
第 2 章 相关理论基础.. 6
2.1 人力资源及人力资源管理含义..........6
2.2 人力资源规划..6
2.2.1 人力资源规划的含义...6
2.2.2 人力资源规划内容.......6
2.3 人力资源培训..7
2.3.1 企业培训的含义...........7
2.3.2 企业培训方法...7
2.3.3 企业培训需求分析-胜任力模型..........
82.4 绩效管理..........
82.4.1 绩效管理的含义...........
82.4.2 绩效管理的目的...........
82.4.3 绩效管理的趋势...........9
2.5 薪酬管理.......... 9
2.5.1 薪酬管理的含义...........9
2.5.2 薪酬管理的原则...........9东北石油大学 MBA 学位论文
V
2.5.3 薪酬管理绩效管理与激励机制的关系.........10
2.6 本章
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