 ==>> 点击下载文档 |
本文从固原地区的农电工人力资源管理入手,分析了固原地区农电工人力资源
管理的现状和存在的问题,就其长期困扰人力资源管理的深层次因素进行了剖
析,并根据固原地区农电工人力资源管理的实际情况，给出了开发与管理农电工
人力资源切实可行的措施与建议，使得固原地区的农电工人力资源管理有了新
的发展方向与目标,为农电工人力资源管理战略化提供了理论依据与参考。本研
究着重从农电工人力资源管理的绩效考核、激励机制、薪酬管理几方面入手，
创新地提出了基本工资+工时制度的农电工薪酬的计算方法和农电工培训与职
业生涯设计的方案,以激励农电工不断地提高自已的工作水平,参与国家电网的
整合营销与形象建设,提高参与度与积极性,使农电工通过培训和技能大赛来提
高自身的素质,使内职生涯与外职生涯有机地结合
结论表明，质量和风险过程的管理胜于对结果的管理，事前管理比事后管
理重要。对农电工人力资源管理细节的改进和优化，明确农电工绩效考核、激
励机制、薪酬管理三者的连动关系，及时有效地把控农电工人力资源管理的适
用范围、管理特点，建立适合农电工管理规律的绩效考核和绩效评价、人才引
进和合理流动体系，能够提高固原地区农电工管理的理论价值和应用价值，将
成功的经验与失败的教训分享给全国的农电工管理者，使农电工人力资源管理
走上正确的轨道。本文只针对于固原及类似地区的农电工人力资源管理，由于
各地的农电工管理的实际情况千差万别，所以要考虑各地区的农电工管理的实
际情况，设置绩效考核指标、薪酬水平、激励手段和具体措施
关键词：农电工；人力资源；培训；绩效考核；激励机制； 薪酬管理华北电力大学硕士学位论文
Abstract
The electric power industry is the basic industry of the country, and it is a major
event related to the national security and the national economy and the people&39;s
livelihood, among which the rural power protection is the focus of the power industry.
As the main force of rural electric power protection, the development and
management of human resources of agricultural electrician is in a low level for a long
time, and it can not achieve the effective allocation of human resources. This article
from the human resources management of Guyuan area agricultural electrician with
the analysis of the situation of human resource management of agricultural electrician
in Guyuan area and the existing problems on the deep-seated factors which have long
plagued the human resources management are analyzed, and the actual situation of
rural electrician according to human resources in Guyuan area, measures and
suggestions are given to the development and human resources management of
agricultural electrician feasible, the electrician of human resource management in
Guyuan area with the target new development direction, provide theoretical basis and
reference for strategic human resource management of agricultural electrician. This
study focuses on agricultural electrician human resources management performance
evaluation, incentive mechanism, salary management and other aspects, creatively
put forward calculation methods and agricultural electrician training and occupation
career design scheme of agricultural electrician salary basic salary + working hours
system, in order to encourage rural electrician constantly improve their own level,
and integrated marketing in the image building of the national grid, increase
participation and enthusiasm, make agricultural electrician to improve their quality
through training and skills contest, the career and career organically.
Conclusions show that quality and risk management is better than management
of results, and prior management is more important than post management. The
improvement and optimization of agricultural electrician human resources
management, the relationship clear Electrecian performance evaluation, incentive
mechanism, salary management of the three, in a timely and effective manner to the
applicable scope, characteristics of management control of agricultural electrician
human resource management, establishing evaluation, performance evaluation and
performance for rural electric management law and the rational flow of talent
introduction system can improve the rural electric management Guyuan area
theoretical and applied value, the successful experiences and failure lessons to share
with the national rural electric management, agricultural electrician human resource华北电力大学硕士学位论文
management on the right track. This is only for the human resource management of
Guyuan agricultural electrician and similar areas, due to the actual situation of
agricultural electrician management across different, so to consider the actual
situation of agricultural electrician management regions, set the performance index
and the level of compensation, incentives and specific measures.
Keywords: agricultural electrician worker，human resource，train, performance
appraisal，excitation mechanism，salary management华北电力大学硕士学位论文
目 录
摘要.....I
Abstract......1
第 1 章 绪 论........1
1.1 背景及意义.1
1.2 国内外研究现状.....2
1.2.1 国外研究综述. 2
1.2.2 国内研究综述. 4
1.3 研究内容.....7
1.4 研究思路与方法.....8
1.4.1 研究思路..........8
1.4.2 研究方法..........8
1.5 研究的创新点.........9
第 2 章 人力资源管理的理论研究.......11
2.1 人力资源管理的一般理论..........11
2.1.1 人力资源管理的概念.....
。。。以上简介无排版格式，详细内容请下载查看
