【摘要】：隨著經(jīng)濟(jì)的發(fā)展,國(guó)內(nèi)外都已經(jīng)進(jìn)入重視人的自身作用和價(jià)值的時(shí)代,中層管理者是企業(yè)發(fā)展過(guò)程中不可或缺的職位,在企業(yè)中承擔(dān)著承上啟下的重要作用。隨著電力行業(yè),尤其是地市供電行業(yè)的不斷發(fā)展,建立科學(xué)的中層管理人員測(cè)評(píng)體系,以選拔出優(yōu)秀的中層干部,逐漸成為提高企業(yè)管理水平和實(shí)現(xiàn)企業(yè)發(fā)展目標(biāo)的重要手段,然而在實(shí)際應(yīng)用過(guò)程中,由于供電企業(yè)“論資排輩”的思想依然存在,在中層管理人員的選拔中未形成科學(xué)的測(cè)評(píng)體系,人員選拔的方法較為單一,且過(guò)于注重對(duì)選拔者過(guò)去業(yè)績(jī)的考量及所具備表層素質(zhì)的考察,而忽略了對(duì)選拔者內(nèi)在素質(zhì)和能力的評(píng)價(jià),導(dǎo)致了選拔者的實(shí)際能力和工作要求不相符,員工對(duì)中層干部選拔頗有微詞,不僅不利于工作的開展和職工隊(duì)伍穩(wěn)定,也不利于發(fā)揮員工的積極性,挖掘員工的潛力,為此建立一個(gè)完整、科學(xué)的、可操作的管理人員測(cè)評(píng)體系就顯得非常重要。本文以地市供電企業(yè)的中層管理人員作為研究對(duì)象,以中層管理人員選拔的測(cè)評(píng)體系建立為研究目的,系統(tǒng)的分析了地市供電企業(yè)中層管理人員選拔過(guò)程中測(cè)評(píng)存在的問(wèn)題及現(xiàn)狀,并結(jié)合存在的問(wèn)題,有的放矢,通過(guò)問(wèn)卷調(diào)查等方法選取了測(cè)評(píng)指標(biāo),并賦予了指標(biāo)權(quán)重,系統(tǒng)建立了地市供電企業(yè)中層管理人員選拔的人員測(cè)評(píng)體系,并且詳細(xì)闡述了體系建設(shè)的原因和實(shí)際意義,根據(jù)目前測(cè)評(píng)方案的缺陷設(shè)計(jì)并改進(jìn)了測(cè)評(píng)體系,對(duì)地市供電企業(yè)進(jìn)一步選拔出優(yōu)秀管理人員具有重要的實(shí)現(xiàn)意義。
[Abstract]:With the development of economy, both at home and abroad have entered the era of attaching importance to the role and value of human beings. Middle managers are indispensable positions in the process of enterprise development, and play an important role in the enterprise. With the continuous development of the electric power industry, especially the power supply industry in prefectures and cities, the establishment of a scientific evaluation system for middle-level managers to select outstanding middle-level cadres has gradually become an important means to improve the management level of enterprises and realize the development goals of enterprises. However, in the practical application process, due to the existence of the idea of "discussing seniority" in power supply enterprises, there is no scientific evaluation system in the selection of middle managers, and the method of personnel selection is relatively simple. Too much attention has been paid to the past performance of the selector and the examination of the surface quality, but the evaluation of the internal quality and ability of the selector has been neglected, which leads to the lack of conformity between the actual ability and the job requirement of the selector. Employees have a lot of criticism about the selection of middle-level cadres, which is not conducive to the development of work and the stability of the staff team, nor is it conducive to giving full play to the enthusiasm of the staff and tapping the potential of the staff. For this reason, we should establish a complete and scientific one. Operational management evaluation system is very important. In this paper, the middle managers of the power supply enterprises in prefectural and municipal power supply enterprises are taken as the research object, and the evaluation system of the selection of middle managers is established as the purpose of the research. This paper systematically analyzes the existing problems and present situation in the process of selecting middle managers in the power supply enterprises of prefectural and municipal power supply enterprises, and combines the existing problems, aiming to select the evaluation indexes by means of questionnaire survey, and gives the index weight. The system establishes the personnel evaluation system of middle-level management in power supply enterprises of prefectural and municipal power supply enterprises, and expounds in detail the reasons and practical significance of the system construction, and designs and improves the evaluation system according to the defects of the current evaluation scheme. It is of great significance for the power supply enterprises to further select outstanding managers.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F426.61

【參考文獻(xiàn)】

相關(guān)期刊論文 前1條

1 呂春靜;;淺談我國(guó)企業(yè)的人才測(cè)評(píng)[J];中小企業(yè)管理與科技(下旬刊);2010年01期

相關(guān)碩士學(xué)位論文 前2條

1 何先;人才測(cè)評(píng)在TP公司中層管理人員招聘中的應(yīng)用[D];西南交通大學(xué);2008年

2 江曾;企業(yè)領(lǐng)導(dǎo)者勝任力模型構(gòu)建及應(yīng)用研究[D];合肥工業(yè)大學(xué);2010年

，

本文編號(hào)：2378187