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分类号,F279.23 学校代码,10697 密 级,公开 学 号,201732113 硕士专业学位论文 Dissertation for the Professional Degree of Master A 供电公司青年人才培养方案研究 学科名称,工商管理 专业学位类别,工商管理硕士 作者,马戎 指导老师: 李瑛 副教授 西北大学学位评定委员会 二○一九年西北大学学位论文知识产权声明书 本人完全了解西北大学关于收集、保存、使用学位论文的规定。学校 有权保留并向国家有关部门或机构送交论文的复印件和电子版。本人允许 论文被查阅和借阅。本人授权西北大学可以将本学位论文的全部或部分内 容编入有关数据库进行检索,可以采用影印、缩印或扫描等复制手段保存 和汇编本学位论文。同时授权中国科学技术信息研究所等机构将本学位论 文收录到《中国学位论文全文数据库》或其它相关数据库。 保密论文待解密后适用本声明。 学位论文作者签名, 指导教师签名, 2019 年 5 月 27 日 2019 年 5 月 27 日 -------------------------------------------------------------- 西北大学学位论文独创性声明 本人声明,所呈交的学位论文是本人在导师指导下进行的研究工作及 取得的研究成果。据我所知,除了文中特别加以标注和致谢的地方外,本 论文不包含其他人已经发表或撰写过的研究成果,也不包含为获得西北大 学或其它教育机构的学位或证书而使用过的材料。与我一同工作的同志对 本研究所做的任何贡献均已在论文中作了明确的说明并表示谢意。学位论 文作者签名, 2019 年 5 月 27 日摘要 I 摘要 一直以来,电力企业都实行垄断经营模式,受国家政府的直接管控,并未引入市场 竞争机制。但从 2002 年起,国家全面推行电力体制改革,放开了发电侧垄断,引入竞 争。直到 2015 年,国家发起新一轮售电侧改革,以放开售电侧、大客户直供电作为深 化电力体制改革的突破口,向社会资本开放售电业务,一时间社会上售电企业如雨后春 笋般出现,竞争形势严峻,同时新电改将改变以往通过买卖电获取差价收入的盈利模式, 电力企业利润空间将明显缩小。 在电力体制改革的大背景下,垄断性国有电力企业不仅要面对售电市场的激烈竞 争,还要面对人力资源的双重挑战。人才是企业的核心竞争力,青年人才又是人才梯队 中的重要一环,但由于民间售电企业增多,竞争加剧,利润缩减,青年人才流失问题会 越发严重,所以如何留住青年人才、如何培养一支高素质青年人才队伍,成为国有电力 企业面临并亟待解决的战略任务。 本文以 A 供电公司为研究对象,重点从培养战略、培养内容、评选途径、激励措施 等四个方面,以访谈和问卷调查为手段,客观研究在新一轮电力体制改革的影响下,该 公司青年人才培养过程中存在的问题。并通过理论研究和实证调查,运用胜任力模型、 学习型组织、人性假设、人才激励等理论,对问题原因进行详细的分析与探讨,并针对 不足,优化了培养方案的设计,提出了四个方面的具体解决措施。本文从分析 A 供电公 司青年人才的特征和现行培养模式存在问题的角度出发,构建有针对性的、量身定制的 培养优化方案,为该公司青年人才培养工作提供了新思路,有利于提高人才培养水平, 使青年人才能够在企业中获得快速发展和成长,同时为其他相关国有供电企业提供了借 鉴。 关键词,青年员工;电力体制改革;人才培养 研究类型,应用研究西北大学硕士学位论文 II Abstact For a long time, electric power enterprises have implemented monopoly management mode, directly controlled by the national government, and did not introduce the market competition mechanism. But since 2002, the country has carried out the reform of electric power system in an all-round way, liberalizing the monopoly of power generation side and introducing competition. Until 2015, the country launched a new round of reform on the sales side, with the opening up of the sales side and the direct supply of power by major customers as a breakthrough in deepening the reform of the power system, opening up the electricity sales business to social capital, and the emergence of electricity-selling enterprises in society like bamboo shoots for a while. The competition situation is severe, at the same time the new electricity reform will change the former profit mode that obtains the difference income through the sale and sale of electricity, and the profit space of the electric power enterprise Will be significantly reduced. Under the background of the reform of electric power system, monopoly state-owned electric power enterprises should not only face the fierce competition in the electricity market, but also face the double challenges of human resources. Talent is the core competitiveness of enterprises, and young talents are also an important part of the talent ladder. However, due to the increase in the number of private electricity sales enterprises, intensified competition, reduced profits, and the problem of youth brain drain, how to retain young talents will become more and more serious. How to train a team of high-quality young talents has become a strategic task faced and urgently solved by state-owned electric power enterprises. In this paper, A power supply company as the research object, focusing on the training strategy, training content, selection methods, incentive measures, with interviews and questionnaires as a means of objective research in the new round of power system reform under the influence of objective research, The problems existing in the process of training young talents in the company. Through theoretical research and empirical investigation, using competency model, learning organization, human nature hypothesis, talent motivation and other theories, this paper makes a detailed analysis and discussion on the causes of the摘要 III problem, and optimizes the design of the training scheme, aiming at the deficiency. Put forward four specific measures to solve the problem. This paper analyzes the characteristics and current situation of young talents in A power supply company. From the point of view of the problems existing in the training mode, a targeted and tailor-made training optimization scheme is constructed, which provides a new train of thought for the training of young talents in the company and is conducive to improving the level of talent training. So that young talents can get rapid development and growth in enterprises, at the same time provide reference for other related state-owned power supply enterprises. Keywords,Young employees; Reform of Electric Power system; training of talents Research type,Application Research西北大学硕士学位论文 IV 目 录 摘要....................................................................................................................................I ABSTACT..............................................................................................................................II 目 录.................................................................................................................................IV 第 1 章 绪论...................................................................................................................... 1 1.1 选题背景及研究意义.............................................................................................. 1 1.1.1 选题背景........................................................................................................... 1 1.1.2 研究意义........................................................................................................... 2 1.2 研究思路与研究框架.............................................................................................. 2 1.2.1 研究思路........................................................................................................... 2 1.2.2 研究框架........................................................................................................... 2 1.3 研究内容和方法...................................................................................................... 3 1.3.1 研究内容........................................................................................................... 3 1.3.2 研究方法........................................................................................................... 4 1.4 主要贡献.................................................................................................................. 5 第 2 章 理论基础及文献综述.......................................................................................... 6 2.1 青年人才的概念和特征.......................................................................................... 6 2.1.1 青年人才的概念............................................................................................... 6 2.1.2 青年人才的特征............................................................................................... 6 2.2 理论基础.................................................................................................................. 7 2.2.1 人才培养理论................................................................................................... 7 2.2.2 人才激励理论................................................................................................... 9 2.3 国内外相关研究综述............................................................................................ 10 2.3.1 国外相关研究综述......................................................................................... 10 2.3.2 国内相关研究综述......................................................................................... 11 第 3 章 A 供电公司青年人才培养存在问题与成因分析.............................................14 3.1 电力体制改革对供电企业青年人才培养的影响................................................ 14 3.1.1 我国电力体制改革的主要内容及其影响..................................................... 14摘要 V 3.1.2 体制改革给供电企业青年人才培养带来的影响......................................... 16 3.2 A 供电公司基本情况.............................................................................................17 3.2.1 A 供电公司简介..............................................................................................17 3.2.2 A 供电公司人力资源概况..............................................................................17 3.3 A 供电公司青年人才培养现状.............................................................................19 3.3.1 青年人才培养支出现状................................................................................. 19 3.3.2 青年人才培训内容现状................................................................................. 19 3.3.3 青年人才培养方式现状.................................................................................19 3.4 A 供电公司青年人才培养存在的问题.................................................................21 3.4.1 青年人才培养流于形式................................................................................. 22 3.4.2 培养内容与青年人才特点不相符................................................................. 23 3.4.3 青年人才评选方式单一片面......................................................................... 24 3.4.4 激励措施与青年人才需求不匹配................................................................. 24 3.5 A 供电公司青年人才培养存在问题原因分析.....................................................25 3.5.1 历史原因......................................................................................................... 25 3.5.2 体制改革的影响............................................................................................. 26 3.5.3 机制建设的影响............................................................................................. 26 3.5.4 职业生涯发展规划缺失................................................................................. 26 第 4 章 A 供电公司青年人才培养优化方案.................................................................28 4.1 A 供电公司青年人才培养思路和目标.................................................................28 4.1.1 优化设计的总体思路..................................................................................... 28 4.1.2 优化设计的原则和目标................................................................................. 29 4.2 A 供电公司青年人才培养具体措施.....................................................................30 4.2.1 加强青年人才培养的战略规划..................................................................... 30 4.2.2 制定符合青年人才特点的培养内容和方式................................................. 31 4.2.3 设计多元化的青年人才选拔方式................................................................. 33 4.2.4 明确制度流程保障青年人才成长通道建设................................................. 34 第 5 章 A 供电公司青年人才培养优化方案实施的保障措施.....................................36 5.1 组织保障................................................................................................................ 36 5.2 制度保障................................................................................................................ 36西北大学硕士学位论文 VI 5.3 资金保障................................................................................................................ 36 5.4 人员保障................................................................................................................ 37 第 6 章 结论.................................................................................................................... 38