本文選題：人力資源　切入點(diǎn)：培訓(xùn)激勵(lì)　出處：《陜西師范大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：江蘇新海石化公司作為新建的石油化工企業(yè),在石油成本上漲和市場(chǎng)需求低迷的形勢(shì)下,要在市場(chǎng)競(jìng)爭(zhēng)中占據(jù)優(yōu)勢(shì)、立于不敗之地,就必須充分認(rèn)識(shí)到提高企業(yè)人力資源管理的問(wèn)題是完善石油化工企業(yè)的經(jīng)營(yíng)管理和增強(qiáng)企業(yè)競(jìng)爭(zhēng)力的核心問(wèn)題。因?yàn)樾潞Ｊ静煌谄渌て髽I(yè)崗位豐富、人員充實(shí)的特點(diǎn),新公司的特殊性對(duì)人才的全面性、積極性、創(chuàng)造性提出了很高的要求。新海石化公司特別在基層員工的培訓(xùn)方面還存在不足,培訓(xùn)績(jī)效考核流于形式,沒(méi)有細(xì)致的培訓(xùn)制度,沒(méi)有形成有效地反饋監(jiān)督機(jī)制。因此,探索出一套科學(xué)、合理和完善的人力資源培訓(xùn)激勵(lì)機(jī)制和績(jī)效考評(píng)體系,對(duì)提高員工的職業(yè)能力,培養(yǎng)優(yōu)秀的人才隊(duì)伍,以使企業(yè)在激烈的市場(chǎng)競(jìng)爭(zhēng)中贏得長(zhǎng)期發(fā)展優(yōu)勢(shì)有著至關(guān)重要的作用。這正是本文研究意義所在。本文除了導(dǎo)論外,主要內(nèi)容包括以下幾部分：第一部分即第二章和第三章,這一部分是相關(guān)理論基礎(chǔ)和經(jīng)驗(yàn)啟示。其中第二章闡述了企業(yè)人力資源管理中的培訓(xùn)激勵(lì)相關(guān)理論,并闡述了企業(yè)人力資源培訓(xùn)激勵(lì)體系激勵(lì)理論的內(nèi)容、地位及作用。第三章是結(jié)合國(guó)內(nèi)外石油化工企業(yè)經(jīng)驗(yàn)啟示,分析了其他石油化工企業(yè)的成功經(jīng)驗(yàn)與失敗教訓(xùn)以及從中得到的啟示。第二部分是第四章和第五章,這部分是江蘇新海石化公司人力資源培訓(xùn)激勵(lì)的案例分析,也是全文的重點(diǎn)。其中第四章介紹了江蘇新海石化公司人力資源培訓(xùn)激勵(lì)概況,以及企業(yè)在培訓(xùn)激勵(lì)中存在的問(wèn)題,并針對(duì)問(wèn)題進(jìn)行了分析。第五章是解決該企業(yè)人力資源培訓(xùn)激勵(lì)問(wèn)題的方案設(shè)計(jì)及落實(shí)措施,并對(duì)公司未來(lái)的發(fā)展提出了建議。第三部分即第六章,是對(duì)全文的總結(jié)和進(jìn)一步展望。本文的特色與創(chuàng)新之處是：(1)創(chuàng)建了“以人為本”的人才管理培訓(xùn)激勵(lì)機(jī)制；(2)建立了企業(yè)的動(dòng)態(tài)培訓(xùn)激勵(lì)制度；(3)根據(jù)目前江蘇新海石化公司在人力資源培訓(xùn)激勵(lì)中存在的問(wèn)題與不足,為公司制定了不同的培訓(xùn)激勵(lì)措施,創(chuàng)建了科學(xué)的培訓(xùn)激勵(lì)模式,完善了合理的員工激勵(lì)薪酬制度,為公司長(zhǎng)期戰(zhàn)略目標(biāo)的實(shí)現(xiàn)奠定了理論基礎(chǔ)。
[Abstract]:As a newly built petrochemical enterprise, Jiangsu Xinhai Petrochemical Company is in an invincible position in the market competition under the situation of rising oil cost and low market demand. It is necessary to fully realize that the improvement of enterprise human resource management is the core problem in improving the management of petrochemical enterprises and enhancing their competitiveness, because Xinhai Petrochemical Company is different from other chemical enterprises in having abundant posts. The characteristics of staff enrichment and the particularity of the new company have put forward high requirements for the comprehensiveness, enthusiasm and creativity of the talents. Xinhai Petrochemical Company, especially in the training of grass-roots employees, still lacks in training, and the training performance appraisal is a mere formality. There is no detailed training system and no effective feedback supervision mechanism. Therefore, to explore a set of scientific, reasonable and perfect human resources training incentive mechanism and performance evaluation system to improve the professional ability of employees, It is very important to train excellent talents in order to make enterprises win long-term development advantage in the fierce market competition. This is the significance of this paper. In addition to the introduction of this paper, The main contents include the following parts: the first part is the second chapter and the third chapter, this part is the related theory foundation and the experience enlightenment, the second chapter elaborated the training incentive related theory in the enterprise human resources management, The content, status and function of the incentive system of human resource training in enterprises are expounded. Chapter three is based on the experience of petrochemical enterprises at home and abroad. This paper analyzes the successful experience and failure lessons of other petrochemical enterprises and their enlightenment. The second part is 4th and 5th chapters, which is the case study of human resource training incentive of Jiangsu Xinhai Petrochemical Company. The 4th chapter introduces the general situation of human resource training incentive of Jiangsu Xinhai Petrochemical Company and the problems existing in the enterprise training incentive. Chapter 5th is the scheme design and implementation measures to solve the problem of human resource training and incentive, and puts forward some suggestions for the future development of the company. The third part is 6th chapter. The characteristics and innovations of this paper are: (1) creating a "people-oriented" incentive mechanism for human resources management training. (2) establishing a dynamic training incentive system for enterprises.) according to the current situation in Xinhai, Jiangsu Province, China has established a dynamic training incentive system. The problems and shortcomings of human resource training incentive in petrochemical company, Different training incentives have been established for the company, a scientific training incentive model has been established, a reasonable staff incentive compensation system has been perfected, and a theoretical basis has been laid for the realization of the long-term strategic objectives of the company.
【學(xué)位授予單位】：陜西師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F426.72

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本文編號(hào)：1594781