本文選題：技術人才　切入點：團隊建設　出處：《石河子大學》2017年碩士論文

【摘要】：人才作為企業(yè)發(fā)展的核心資源,對企業(yè)的持續(xù)發(fā)展至關重要,如何讓人才最大程度的發(fā)揮自己的才能對企業(yè)管理者來說是個重要的話題。企業(yè)的專業(yè)化分工越來越明顯,而具體的專業(yè)技術之間又相互交疊,任何一個人都難以獨立完成一項技術工程,因此,這就需要集思廣益,把自各行各業(yè)的專業(yè)技術人才組織起來,建立一支高效的技術人才團隊。技術人才團隊建設涉及多方利益,需要協(xié)調(diào)企業(yè)內(nèi)部的利益,這就對團隊帶頭人的管理能力、專業(yè)能力、組織與溝通能力和言語表達能力提出了更高的要求。企業(yè)在團隊建設的過程中要甄選合適且有潛力的人才,定期對他們進行專業(yè)技術和職業(yè)道德培訓,為人才的發(fā)展制定職業(yè)晉升通道。如何組建這樣一支技術人才團隊是項非常復雜的系統(tǒng)性技術工程。遠達烏蘇分公司是國家電投遠達環(huán)保集團股份有限公司在新疆特許經(jīng)營的一家二級分公司,公司的主營業(yè)務涉及火力發(fā)電廠煙氣的脫硫、脫硝特許經(jīng)營業(yè)務和除塵業(yè)務等。隨著環(huán)保標準的不斷提高,這就迫切需要建立一支高效的技術人才團隊來保證企業(yè)的技術水平。企業(yè)的專業(yè)人才團隊建設接近兩年了,從總體上看,團隊的技術輸出與研發(fā)產(chǎn)出基本上滿足企業(yè)需求,部分技術成果接近國內(nèi)領先水平,但是在團隊建設與管理過程中仍然存在一些問題,亟待解決。本文對企業(yè)團隊建設存在的問題進行了深入的分析,并有針對性的提出了相關的優(yōu)化對策。首先,加強團隊建設的頂層設計。任何一項目標無法依靠一個人的努力就能夠完成,需要依靠各團隊成員的協(xié)作、配合、幫助和支持才能完成,這就需要加強團隊建設的頂層設計,才能保證團隊的生命力。其次,加強領導力建設,提高團隊成員的專業(yè)能力。改進團隊帶頭人的選拔制度,建立健全團隊領導的培訓體系;對團隊成員進行針對性的培訓和職業(yè)道德的培養(yǎng),提高整個團隊的戰(zhàn)斗力。再次,開展團隊文化建設,培養(yǎng)團隊的凝聚力。建設與自己團隊特征相匹配的團隊文化有利于增強團隊的凝聚力,能夠活躍整個團隊的工作氛圍,提高研發(fā)效率。最后,健全激勵機制,完善考核制度。建立一套賞罰分明、公平公正的激勵體系,能夠提高整個團隊工作的積極性,規(guī)范團隊的考核制度,讓整個團隊朝著自我管理、自我建設的方向邁進。
[Abstract]:Talent, as the core resource of enterprise development, is very important to the sustainable development of enterprise. How to make the talents exert their talents to the maximum extent is an important topic for the enterprise manager. The specialization of the enterprise is becoming more and more obvious. And the specific expertise overlaps with each other, and it is difficult for any one person to complete a technical project on his own. Therefore, this requires brainstorming and organizing professional and technical personnel from various industries. Establish an efficient technical talent team. The construction of technical talent team involves various interests, need to coordinate the internal interests of the enterprise, which will lead the team management ability, professional ability, Organization and communication skills and verbal expression skills put forward higher requirements. In the process of team building, enterprises should select suitable and potential talents, and regularly train them in professional skills and professional ethics. How to set up such a technical talent team is a very complicated systematic technical project. Far reaches the Usu branch company is the national electric power investment Yuanda environmental protection group co., Ltd. In the new. A secondary branch of Xinjiang's franchise, The company's main business involves desulphurization of flue gas in thermal power plants, denitrification franchise business and dust removal business, etc. With the continuous improvement of environmental standards, It is urgent to establish an efficient technical talent team to ensure the technical level of the enterprise. The construction of a professional talent team has been going on for nearly two years. On the whole, the technical output and R & D output of the team basically meet the needs of the enterprise. Some of the technical achievements are close to the domestic leading level, but there are still some problems in the process of team building and management, which need to be solved urgently. First of all, strengthen the top-level design of team building. Any goal can not be achieved by one person's efforts, it needs the cooperation and cooperation of all team members. Help and support can only be done, which requires strengthening the top-level design of team building to ensure the vitality of the team. Secondly, strengthening leadership building, improving the professional ability of team members, improving the selection system of team leaders, Set up and perfect the training system of team leader, carry on the targeted training to the team member and train the professional ethics, improve the fighting ability of the whole team. Thirdly, carry out the team culture construction, Cultivate team cohesion. Building a team culture that matches their own team characteristics is conducive to enhancing team cohesion, enlivening the working atmosphere of the entire team, and improving R & D efficiency. Perfect appraisal system. Establish a set of reward and punishment, fair and just incentive system, can improve the enthusiasm of the whole team work, standardize the evaluation system of the team, let the whole team towards the direction of self-management, self-construction.
【學位授予單位】：石河子大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

【參考文獻】

相關期刊論文 前10條

1 鄭潔;趙媛媛;;高校思想政治理論課教學科研團隊建設存在的問題、原因及對策[J];思想教育研究;2016年02期

2 吳江;張相林;;我國海外人才引進后的團隊建設問題調(diào)查[J];中國行政管理;2015年09期

3 趙鳳敏;;高效團隊建設的關鍵因素之探析[J];中國青年政治學院學報;2012年06期

4 吳楊;李曉強;夏迪;;溝通管理在科研團隊知識創(chuàng)新過程中的反饋機制研究[J];科技進步與對策;2012年01期

5 劉曉劍;;試論協(xié)同教學的團隊建設[J];大學教育科學;2011年01期

6 賀志榮;;組建科研團隊應考慮的因素[J];科技管理研究;2010年11期

7 李志宏;朱桃;賴文娣;;高校創(chuàng)新型科研團隊隱性知識共享意愿研究[J];科學學研究;2010年04期

8 謝力寧;;傳統(tǒng)文化與高校科研團隊文化的沖突與融合[J];科技管理研究;2009年12期

9 林萍;;高�？蒲袌F隊的現(xiàn)狀與構建措施探析[J];廣東工業(yè)大學學報(社會科學版);2007年01期

10 吳衛(wèi);陳雷霆;;談高�？蒲袌F隊的組建與管理[J];科技管理研究;2006年11期

相關博士學位論文 前1條

1 池穎;我國高�？蒲袆�(chuàng)新團隊建設研究[D];吉林大學;2009年

，

本文編號：1671317