【摘要】：在當(dāng)前我國電力需求緩和以及環(huán)境發(fā)展壓力不斷增大的情況下,調(diào)整發(fā)電結(jié)構(gòu)、提高清潔發(fā)電能源比重成為發(fā)電企業(yè)實(shí)現(xiàn)可持續(xù)發(fā)展的必然選擇。目前各大發(fā)電企業(yè)紛紛向除火電之外的其它能源發(fā)電領(lǐng)域拓展,發(fā)展新能源成為了各大發(fā)電企業(yè)的主攻方向。隨之新能源發(fā)電企業(yè)之間的競爭也越來越激烈,而競爭的核心則是人才的競爭。如何建立勝任職位需要的人才標(biāo)準(zhǔn)以及對現(xiàn)有崗位上的員工能力進(jìn)行準(zhǔn)確的測評,進(jìn)而實(shí)現(xiàn)科學(xué)合理配置人力資源成為新能源發(fā)電企業(yè)人力資源管理工作的重點(diǎn)和難點(diǎn)。 本文結(jié)合國內(nèi)外人力資源配置方面的經(jīng)驗(yàn)和發(fā)展趨勢,以人因工程及人力資源配置相關(guān)理論為基礎(chǔ),以符合新能源發(fā)電企業(yè)實(shí)際、更好的提升員工能力素質(zhì)進(jìn)而達(dá)到人—職匹配為目標(biāo),探討構(gòu)建基于人因工程的新能源發(fā)電企業(yè)人力資源配置模型。首先,本文對人因工程與人力資源配置相關(guān)理論進(jìn)行分析,探討了人因工程在人力資源配置中的應(yīng)用理論基礎(chǔ)。其次,分析了新能源發(fā)電企業(yè)人力資源配置的特點(diǎn)及影響因素,設(shè)計(jì)了基于人因工程的新能源發(fā)電企業(yè)人力資源配置模型,對模型的構(gòu)建思路、技術(shù)及具體構(gòu)建流程進(jìn)行了闡述,并從人力資源規(guī)劃、招聘甄選等方面對模型的應(yīng)用進(jìn)行了分析。最后,結(jié)合DT新能源發(fā)電企業(yè)實(shí)際,對模型進(jìn)行實(shí)證分析,驗(yàn)證了基于人因工程的新能源發(fā)電企業(yè)人力資源配置模型的正確性和可行性。
[Abstract]:At present, with the relaxation of power demand and the increasing pressure of environmental development in China, adjusting the power generation structure and increasing the proportion of clean power generation energy become the inevitable choice for power generation enterprises to achieve sustainable development. At present, the major power generation enterprises have expanded to other energy generation fields except thermal power, and the development of new energy has become the main direction of the major power generation enterprises. The competition between the new energy generation enterprises is becoming more and more fierce, and the core of the competition is the competition of talents. How to set up the qualified personnel standard and evaluate the ability of the staff in the existing posts accurately, and then realize the scientific and reasonable allocation of human resources has become the focus and difficulty of the human resources management of the new energy generation enterprises. This paper combines the experience and development trend of human resource allocation at home and abroad, based on the theory of human factor engineering and human resource allocation, in order to meet the actual situation of new energy power generation enterprises. In order to improve the competence of employees and achieve the goal of human-job matching, this paper discusses how to construct the human resource allocation model of new energy generation enterprises based on human factor engineering. Firstly, this paper analyzes the theory of human factor engineering and human resource allocation, and discusses the theoretical basis of the application of human factor engineering in human resource allocation. Secondly, the characteristics and influencing factors of human resource allocation in new energy generation enterprises are analyzed, and the human resource allocation model of new energy generation enterprises based on human factor engineering is designed. The application of the model is analyzed from the aspects of human resource planning, recruitment and selection. Finally, combining with the reality of DT new energy generation enterprises, the model is empirically analyzed, which verifies the correctness and feasibility of the human resource allocation model of new energy generation enterprises based on human factor engineering.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.9;F426.61

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