本文選題：寧夏石化 + 專業(yè)技術(shù)人員　； 參考：《寧夏大學(xué)》2017年碩士論文

【摘要】：在經(jīng)濟(jì)全球化的背景下,人才的流動(dòng)已成為當(dāng)今經(jīng)濟(jì)發(fā)展的必然趨勢(shì),很多公有企業(yè)因?yàn)槿瞬诺闹贫葯C(jī)制等不健全不完善導(dǎo)致很多人才白白損失或者是流失,這已成為影響國(guó)有企業(yè)競(jìng)爭(zhēng)力和持續(xù)發(fā)展的重大障礙。時(shí)值“十三五”規(guī)劃期間,央企、國(guó)企改革頂層設(shè)計(jì)出臺(tái)一周年之際。中國(guó)石油寧夏石化公司作為支柱型的國(guó)有大型企業(yè)面臨著大量專業(yè)技術(shù)人員流失的困境,同時(shí)這也是全國(guó)能源型企業(yè)共同面臨的的問(wèn)題:當(dāng)經(jīng)濟(jì)增長(zhǎng)不再迅猛之時(shí),當(dāng)能源需求不再旺盛之時(shí),之前行業(yè)的高利潤(rùn)帶來(lái)的職工高收入難以為繼,能源行業(yè)該怎樣留住人才?尤其是留住處于核心地位的專業(yè)技術(shù)人員?這個(gè)問(wèn)題成為了一個(gè)擺在大家面前的難題。本文研究目的旨在解決中國(guó)石油寧夏石化公司專業(yè)技術(shù)人員流失問(wèn)題,以應(yīng)對(duì)因?yàn)槿瞬帕魇?lái)的生產(chǎn)及安全隱患,保持公司的核心競(jìng)爭(zhēng)力,使公司平穩(wěn)、有序的發(fā)展。同時(shí)也希望給予同行業(yè)兄弟公司一個(gè)借鑒�；诨仡櫩偨Y(jié)國(guó)內(nèi)外人才流失相關(guān)理論,對(duì)心理學(xué)、組織行為、激勵(lì)理論和人力資源管理等相關(guān)學(xué)科理論知識(shí)進(jìn)行運(yùn)用,運(yùn)用文獻(xiàn)研究法、訪談法、問(wèn)卷調(diào)查法、經(jīng)驗(yàn)總結(jié)法,結(jié)合普萊斯-穆勒(Price-Mueller)(2000)模型和擴(kuò)展的莫布雷(Mobley)模型等研究方法,對(duì)寧夏石化企業(yè)的專業(yè)人才流失上需要注意的問(wèn)題進(jìn)行查找,從而為該企業(yè)尋找相應(yīng)的對(duì)策建議,減少人才的流失,從而為該企業(yè)留住更多的有用之才。同時(shí)為公司安全、平穩(wěn)、長(zhǎng)久的發(fā)展出謀劃策。
[Abstract]:Under the background of economic globalization, the flow of talents has become an inevitable trend of economic development today. Many public enterprises have lost or lost many talents because of the imperfect system and mechanism of talents. This has become a major obstacle to the competitiveness and sustainable development of state-owned enterprises. At that time, the 13th five-year plan, central enterprises, state-owned enterprises to reform the top design on the occasion of the first anniversary. PetroChina Ningxia Petrochemical Company, as the mainstay of state-owned large enterprises, is facing the plight of a large number of professional and technical personnel loss, which is also a common problem faced by energy enterprises throughout the country: when economic growth is no longer rapid, When energy demand is no longer strong, before the industry's high profits brought about by the employees' high income is difficult to sustain, energy industry how to retain talent? In particular, to retain professional and technical personnel at the core? The problem has become a difficult problem for everyone. The purpose of this paper is to solve the problem of loss of professional and technical personnel in CNPC Ningxia Petrochemical Company in order to deal with the hidden trouble of production and safety brought by the brain drain, to maintain the core competitiveness of the company and to make the company develop smoothly and orderly. At the same time also hope to give the same industry brother company a reference. On the basis of reviewing and summarizing the theories of brain drain at home and abroad, applying the theories of psychology, organizational behavior, motivation theory and human resource management, using literature research method, interview method, questionnaire survey method, experience summary method, etc. Combined with the research methods of Price-Muellerian 2000) model and Mobray Mobley model, the problems needing attention in the loss of professional talents in Ningxia petrochemical enterprises are found, and the corresponding countermeasures and suggestions are found for the enterprise. Reduce the loss of talent, thus retaining more useful talents for the enterprise. At the same time for the company's safety, stability, long-term development advice.
【學(xué)位授予單位】：寧夏大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F426.22;F272.92

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本文編號(hào)：2023863