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一直以来，国内外学者对于如何加强企业人力资源管理，激发员工积极性，
提高员工工作效率进行了详细的研究，涌现出了很多有价值的成果。国内学者在
研究电力系统人力资源管理时，也借鉴了大量的已知研究成果并将它们成功地结
合到电力企业的人才队伍建设的实际中去，从而起到了积极有效的作用。但是，
对于电力企业下属的集体企业人才队伍建设的研究却相对较为薄弱
本文研究并参考了大量国内外先进的人力资源管理理论，将现代职业生涯规
划理论和薪酬激励理论与电力集体企业实际相结合，系统化地研究了职业生涯规
划和薪酬激励在兴成电力集体资产经营公司中的应用，根据问卷调查，结合文献
研究和实证分析，研究切合兴成公司实际的人才队伍建设方案。该方案涵盖了员
工职业生涯规划、薪酬激励和人才保障机制三个方面，通过研究方案—实施方案
—成果调研—总结反馈的步骤，为兴成电力集体资产经营公司培养和保留了人才
队伍，实现了兴成公司在人才队伍建设上的创新实践和有效管控
本文重点内容一是对兴成公司人力资源的调查分析和问题剖析，并指出了兴
成公司人才队伍建设存在的三大问题；二是根据这三大问题制定了人才队伍建设
方案，包括混合所有制改革、职业发展通道搭建以及四个小的人才队伍建设配套
方案；三是执行人才队伍建设方案后出现的效果反馈
本论文的研究结论是通过混合所有制改革和职业发展通道让员工产生归属
感和希望，通过加强沟通机制、建立内部职业选择机制让员工对职业产生兴趣，
通过培训考核提升员工的能力。使集体企业员工的个人成长和职业发展有了上升
通道，也让员工的薪资收入和企业发展实现了正向激励，更为企业留住的高级管
理和技术人才建立了保障机制
关键词：集体企业；人才队伍；职业生涯；薪酬激励；人才保障华北电力大学硕士学位论文
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Abstract
China’s economy has entered a new stage of stable development and the reformation
of electric power system is increasing. The reform actions such as the increment of power
distribution market and the opening of electric power market bring a good opportunity
and an obvious competitive advantage to electric power collective companies whose
business scope is mainly about support and serve electric power companies. Besides a
good environment, efficient management and practical reformation are also necessary for
a collective company’s development and growth, and creating a talent team is a key job.
Domestic and overseas scholars have been studied on how to enhance human
resource management to motivate employee’s enthusiasm as well as boost his work
efficiency, and the result is valuable. Domestic scholars, whose job plays a positive and
effective role in electric power companies’ human resource management, also use a lot of
known research result and put them into practice when they study talent team creating.
However, same research for collective companies is relatively less.
This paper studied and referenced a lot of advanced human resource management
theory domestic and overseas, put career planning and salary incentive into practice and
systematically studied their use in Xingcheng Electric Power Collective Assets Business
Company, set up a practical talent team creating project with questionnaire, documentary
research and empirical analysis. This project covered three area of employee’s salary
incentive,career planning and talents guarantee mechanism by a procedure of
study-implementation-investigation-modification, brought and retained a talent team for
the company, as well as introduced innovative practice and valid control in talent team
creating for Xingcheng company.
The key content of this paper is the survey and analysis on Xingcheng company’s HR
and three major problems were found. Then a practical talent team creating project was
set up including the measures of mixed ownership reform, career development channels
and other four supporting plans. Finally is the feedback of the project.
This paper’s research conclusion is to retain talents by mixed ownership reform and
career development channels, to attract employees by inner occupation selection, to
strengthen employees’ capacity by training and evaluation.This paper constructed a华北电力大学硕士学位论文
III
channel for employees’ personal and career development, positively stimulated employees
by personal income and company development, built a mechanism to retain senior
managing and technical personnel for the company, finally established the talent team
creating project for electric power collective companies.
Keywords: Collective Company, Talent Team, Career, Salary Incentive; Talents
Guarantee华北电力大学硕士学位论文
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目录
摘要 ........I
ABSTRACT..... II
第 1 章 绪论 .....1
1.1 研究背景及意义 .........1
1.2 人才队伍建设的国内外研究动态 ......2
1.2.1 国外研究动态 ....2
1.2.2 国内研究动态 ....5
1.2.3 研究动态综述 ....7
1.3 论文研究内容 ..8
1.4 论文研究方案及难点 ..8
1.4.1 研究方案 8
1.4.2 研究难点 9
第 2 章 研究理论基础 ...........10
2.1 人才队伍的概念与特征 ........10
2.1.1 人才队伍的内涵 ..........10
2.1.2 人才队伍的特征 ..........10
2.2 人才队伍建设的主要途径和遵循原则 ........ 11
2.2.1 通过职业生涯规划理论开展职业通道建设 .. 11
2.2.2 通过薪酬激励理论实施股权激励 ......12
2.2.3 其他综合性人才队伍建设保障手段 ..14
2.2.4 人才队伍建设所遵循的原则 ..15
2.3 人才队伍建设的相关理论 ....16
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