發(fā)布時(shí)間：2018-01-14 08:23

  本文關(guān)鍵詞：大港油田公司崗位價(jià)值評(píng)價(jià)體系研究　出處：《西南石油大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 崗位價(jià)值 評(píng)價(jià)體系 崗位管理

【摘要】：人力資源是企業(yè)關(guān)鍵性要素,在企業(yè)發(fā)展過程中起著至關(guān)重要的作用,隨著人力資源管理逐步由人事管理向人力資本管理的過渡,人力資源價(jià)值的科學(xué)公平體現(xiàn),才能有效激發(fā)和調(diào)動(dòng)崗位員工的積極性和創(chuàng)造性,而從企業(yè)人力資源管理過程看,崗位相對(duì)價(jià)值評(píng)價(jià)也是科學(xué)合理確定崗位薪酬水平的基礎(chǔ)。從目前研究情況看,國內(nèi)外對(duì)崗位價(jià)值評(píng)價(jià)理論研究較為完善：國外主要有海氏(Hay)職位評(píng)價(jià)系統(tǒng)與美世國際職位評(píng)估法等；國內(nèi)主要針對(duì)不同類型崗位或特定行業(yè)企業(yè)進(jìn)行崗位價(jià)值研究。這些研究成果體現(xiàn)出崗位價(jià)值評(píng)價(jià)要素具有多樣化且需要充分結(jié)合考慮公司戰(zhàn)略的特點(diǎn),對(duì)于實(shí)現(xiàn)企業(yè)人力資源科學(xué)管理具有重要的理論和實(shí)踐意義。從目前管理需求看,大港油田公司作為大型國有企業(yè),崗位設(shè)置繁雜,運(yùn)用目前現(xiàn)有的理論和方法確定崗位價(jià)值方法和手段還不完善,需要結(jié)合企業(yè)的管理需求和戰(zhàn)略目標(biāo),科學(xué)篩選崗位評(píng)價(jià)指標(biāo),選取合理的評(píng)價(jià)方法,建立一套行之有效的崗位評(píng)價(jià)體系,是公司全面實(shí)現(xiàn)崗位管理的關(guān)鍵環(huán)節(jié)。本文在參閱國內(nèi)外大量先進(jìn)理論、書籍文獻(xiàn)的基礎(chǔ)上,從分析影響崗位價(jià)值的各要素出發(fā),選取適合大港油田公司管理實(shí)際的崗位價(jià)值評(píng)價(jià)指標(biāo),通過建立崗位價(jià)值評(píng)價(jià)模型,運(yùn)用科學(xué)的數(shù)據(jù)分析處理手段,形成適合大港油田公司人力資源管理特點(diǎn)的崗位價(jià)值評(píng)價(jià)體系,為科學(xué)公正薪酬體系的構(gòu)建奠定基礎(chǔ)。
[Abstract]:Human resource is the key element of enterprise and plays an important role in the process of enterprise development. With the transition of human resource management from personnel management to human capital management. The scientific and fair embodiment of the value of human resources can effectively stimulate and mobilize the enthusiasm and creativity of the post staff, and look from the process of enterprise human resources management. The evaluation of the relative value of the post is also the basis of the scientific and reasonable determination of the salary level of the post. At home and abroad, the theoretical research on job value evaluation is relatively perfect: there are mainly Hayes Hayes position evaluation system and Mercer international position evaluation method abroad; The research results show that the evaluation elements of post value are diversified and need to fully consider the characteristics of corporate strategy. It is of great theoretical and practical significance to realize the scientific management of human resources in enterprises. From the current management demand, as a large state-owned enterprise, Dagang Oilfield Company has a complicated set of posts. It is not perfect to use the existing theories and methods to determine the post value method and means. It is necessary to select the reasonable evaluation method by combining the management needs and strategic objectives of the enterprise with the scientific selection of the post evaluation index. To establish a set of effective post evaluation system is the key link for the company to achieve overall job management. This paper refers to a large number of advanced theories at home and abroad, books and documents on the basis. Starting from the analysis of the factors that affect the value of the post, the evaluation index of the post value suitable for the management of Dagang Oilfield Company is selected. Through the establishment of the evaluation model of the value of the post, the scientific means of data analysis and processing are used. The evaluation system of post value suitable for the characteristics of human resource management in Dagang Oilfield Company is formed, which lays a foundation for the construction of scientific and just compensation system.
【學(xué)位授予單位】：西南石油大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F426.22

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本文編號(hào)：1422787