本文選題：專業(yè)技術(shù)人才　切入點(diǎn)：梯隊(duì)建設(shè)　出處：《山東師范大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：人才是企業(yè)實(shí)現(xiàn)總體戰(zhàn)略目標(biāo)的人力資源保障，是實(shí)現(xiàn)可持續(xù)發(fā)展的根本動(dòng)力。在大力推崇“以人為本”當(dāng)今社會(huì)，越來(lái)越重視對(duì)“人”的管理是大勢(shì)所趨。在石油企業(yè)中，專業(yè)技術(shù)人才更承擔(dān)著整個(gè)企業(yè)技術(shù)管理與技術(shù)研發(fā)的重任，可以說(shuō)石油企業(yè)的生存與發(fā)展與專業(yè)技術(shù)人才梯隊(duì)建設(shè)息息相關(guān)。人才梯隊(duì)建設(shè)是企業(yè)根據(jù)不同時(shí)期的戰(zhàn)略目標(biāo)有計(jì)劃、有目的、有方法的培養(yǎng)、選拔、使用有技之才，從而幫助企業(yè)實(shí)現(xiàn)人力資源戰(zhàn)略目標(biāo)，實(shí)現(xiàn)可持續(xù)的發(fā)展。 中油管道公司是管道儲(chǔ)運(yùn)企業(yè)中的一家老單位，伴隨著多次業(yè)務(wù)重組，許多優(yōu)秀骨干人才不斷輸出，加上自身的歷史包袱重、員工隊(duì)伍年齡結(jié)構(gòu)老化，學(xué)歷層次不高等特征日益突出，，阻礙了公司的長(zhǎng)遠(yuǎn)可持續(xù)發(fā)展。因此，要想在管道快速發(fā)展的機(jī)遇期實(shí)現(xiàn)自身業(yè)務(wù)的快速發(fā)展，員工素質(zhì)提升和人才隊(duì)伍建設(shè)成為了一項(xiàng)迫在眉睫的重要課題。 首先本文在學(xué)習(xí)總結(jié)借鑒人力資源管理相關(guān)理論的基礎(chǔ)上，介紹了人才梯隊(duì)的含義并總結(jié)其特點(diǎn)，分析了進(jìn)行人才梯隊(duì)建設(shè)的重要性以及影響的內(nèi)外部因素。同時(shí)對(duì)中油管道公司人力資源現(xiàn)狀、人力資源存在的問(wèn)題及專業(yè)技術(shù)人才梯隊(duì)建設(shè)現(xiàn)狀進(jìn)行深入剖析。其次，根據(jù)以上分析的內(nèi)容，按照發(fā)現(xiàn)問(wèn)題——分析問(wèn)題——解決問(wèn)題的思路，結(jié)合該公司主營(yíng)業(yè)務(wù)特點(diǎn)及實(shí)際情況，提出幾點(diǎn)對(duì)專業(yè)技術(shù)人才梯隊(duì)建設(shè)工作進(jìn)行優(yōu)化的思路。主要包括夯實(shí)人力資源基礎(chǔ)工作，即做好人力資源數(shù)據(jù)的收集、統(tǒng)計(jì)和整理、分析，作為開(kāi)展人才工作的堅(jiān)實(shí)基礎(chǔ)；大膽使用勝任力模型開(kāi)展人才評(píng)價(jià)，通過(guò)勝任力體系建設(shè)，全方位立體化對(duì)員工的能力素質(zhì)進(jìn)行評(píng)價(jià)，作為選拔人才的基礎(chǔ)；根據(jù)新的工作模式和特點(diǎn)重新構(gòu)建職業(yè)階梯及薪酬制度，使人才梯隊(duì)與崗位相匹配。再次，結(jié)合該公司實(shí)際設(shè)計(jì)專業(yè)技術(shù)人才梯隊(duì)建設(shè)優(yōu)化方案，包括梯隊(duì)層級(jí)的設(shè)計(jì)及梯隊(duì)規(guī)模的設(shè)置，對(duì)不同梯隊(duì)人才的選拔提出較為合理的選拔方式，具體分為崗位資質(zhì)認(rèn)證、職稱評(píng)審、綜合素質(zhì)評(píng)價(jià)、專家?guī)ы?xiàng)目選拔幾種選拔方式，并制定詳細(xì)具體的量化評(píng)選表。同時(shí)在如何使用人才、考核人才、培養(yǎng)人才等方面提出具體措施，制定考核量化表。最后，還將對(duì)某一梯隊(duì)人才的選拔方案應(yīng)用于實(shí)際工作中，介紹選拔工作情況和遇到的問(wèn)題，更有效地驗(yàn)證了方案的可行性，同時(shí)查找出不足之處，提出改進(jìn)的意見(jiàn)和建議。 整個(gè)優(yōu)化思路和方案通過(guò)設(shè)定專業(yè)技術(shù)人才梯隊(duì)建設(shè)目標(biāo)、構(gòu)建梯隊(duì)序列并以崗位能力模型為核心提出一套系統(tǒng)的、切實(shí)可行的人才評(píng)估及人才選拔方案，目的是能實(shí)現(xiàn)人才評(píng)價(jià)機(jī)制標(biāo)準(zhǔn)化，從而進(jìn)一步優(yōu)化專業(yè)技術(shù)人才梯隊(duì)建設(shè)工作。
[Abstract]:Talent is the guarantee of human resources for enterprises to achieve the overall strategic goal and the fundamental motive force for the realization of sustainable development. In today's society, more and more attention is paid to the management of "people". In oil enterprises, it is a general trend to pay more and more attention to the management of "people". Professional and technical personnel are also shouldering the responsibility of technology management and technology research and development of the whole enterprise. It can be said that the survival and development of petroleum enterprises are closely related to the construction of echelons of professional and technical talents. The construction of talent echelons is that enterprises have plans, aims, methods to train, select and use skilled talents according to the strategic objectives of different periods. To help enterprises achieve human resources strategic objectives, to achieve sustainable development. CNPC is an old unit in pipeline storage and transportation enterprises. With many business reorganizations, many outstanding backbone talents are constantly exported, and their own historical burden is heavy, and the age structure of the workforce is aging. The characteristics of low academic level are increasingly prominent, which hinder the long-term sustainable development of the company. Therefore, in order to realize the rapid development of their own business in the period of rapid development of pipeline, The improvement of staff quality and the construction of talent team have become an urgent and important subject. First of all, on the basis of learning summary and drawing lessons from human resource management theory, this paper introduces the meaning of talent echelon and summarizes its characteristics. This paper analyzes the importance of talent echelon construction and the internal and external factors affecting it. At the same time, it makes a deep analysis of the current situation of human resources, the problems existing in human resources and the current situation of construction of professional and technical personnel echelon in CNPC. According to the contents of the above analysis, according to the idea of finding the problem-analyzing problem-solving the problem, combined with the characteristics of the company's main business and the actual situation, This paper puts forward some ideas of optimizing the construction of echelon of professional and technical talents, mainly including ramming the basic work of human resources, that is, doing well the collection, statistics and arrangement of human resources data, analysis, as a solid foundation for the development of human resources work; Boldly use competency model to carry out talent evaluation, through the construction of competency system, all-round three-dimensional evaluation of the ability of employees, as the basis for the selection of talent; According to the new work mode and characteristics, the professional ladder and salary system should be re-constructed to make the talent echelon match with the post. Thirdly, combining with the actual design of the company, the optimization scheme of the construction of the professional and technical personnel echelon is designed. Including the design of echelon level and the setting of echelon scale, and put forward more reasonable selection methods for different echelon talents, including post qualification certification, professional title evaluation, comprehensive quality evaluation, expert lead project selection. At the same time, it puts forward specific measures in the aspects of how to use, assess and train talents, and formulates a quantitative evaluation table. Finally, the selection scheme of a certain echelon talent is applied to practical work. This paper introduces the selection work and the problems encountered, verifies the feasibility of the scheme more effectively, finds out the inadequacies, and puts forward some suggestions and suggestions for improvement. The whole optimization train of thought and scheme put forward a set of systematic and feasible talent evaluation and talent selection plan by setting up professional and technical talents echelon construction target, constructing echelon sequence and taking post ability model as the core. The aim is to realize the standardization of talent evaluation mechanism and optimize the construction of echelon of professional and technical talents.
【學(xué)位授予單位】：山東師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F426.22;F272.92

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