【作者】 张良；

【导师】 刘贻新； 吴志诚；

【作者基本信息】 广东工业大学 ， 项目管理（专业学位）， 2019， 硕士

【摘要】 近年来,随着我国经济总量的迅猛增长,经济社会的快速发展能够对作为重要基础产业的电力工业发展尤其是电网发展,提出了更高的要求。由于我国在20世纪长期处于计划经济体制下,国家电网的人力资源管理也受到了影响,主要体现在对人力资源管理的投入不够,缺乏对人力资源管理重要性的深刻认知,没有建立完善的人力资源管理体系,人才培养机制不够完善、缺乏相应的管理人才,激励策略不够到位、对人力资源的培训力度有所欠缺,企业的后备人才不够等方面。地方市级的供电局作为国有骨干企业的市级单位,正是处于体制转型期以及企业快速成长期,企业的人员包袱普遍较重,结构性缺员的情况比较严重,传统的人力资源管理模式已经无法适应国有企业在新时期的需求。因此,本文以A市供电局为例,在人力资源配置、人力资源开发、人力资源评价以及人力资源激励等四个维度构建A市供电局推进人力资源管理的战略转型体系,从而实现人力资源的结构优化。本文根据能级对应、优势定位、动态调节以及内部为主等四项原则,从A市供电局的实际发展出发,对其面临的内、外部环境进行人力资源的SWOT分析,根据A市供电局现阶段人力资源战略发展的概况和目标,构建推进人力资源管理的战略转型体系,包括人力资源配置、员工队伍素质开发、考核评价体系以及激励约束机制等方面,并从集团化、信息化以及标准化管理等方面提出A市供电局的人力资源管理战略保障措施的建议,旨在为国有供电企业未来的人力资源发展起到重要的借鉴作用。更多还原

【Abstract】 In recent years,with the rapid growth of China’s total economic volume and the rapid development of economy and society,higher requirements have been put forward for the development of power industry,especially for the development of power grid,which is an important basic industry.Because our country has been under the planned economic system for a long time in the 20 th century,the human resources management of the State Grid has also been affected,mainly reflected in the insufficient investment in human resources management,the lack of a profound understanding of the importance of human resources management,the lack of a sound human resources management system,and the imperfect personnel training mechanism.Lack of appropriate management personnel,inadequate incentive strategies,lack of human resources training,lack of enterprise reserve personnel and so on.As a municipal unit of state-owned backbone enterprises,local power supply bureaus are in the period of system transformation and rapid growth of enterprises.The personnel burden of enterprises is generally heavy,and the situation of structural vacancy is serious.The traditional human resources management model has been unable to meet the needs of state-owned enterprises in the new period.Therefore,taking A City Power Supply Bureau as an example,this paper constructs a strategic transformation system of A City Power Supply Bureau to promote human resources management in four dimensions: human resources allocation,human resources development,human resources evaluation and human resources incentive,so as to realize the structural optimization of human resources.According to the four principles of energy level correspondence,superiority orientation,dynamic adjustment and internal dominance,this paper proceeds from the actual development of A city power supply bureau,carries out SWOT analysis of the internal and external environment of human resources it faces,and constructs and promotes human resources management according to the general situation and objectives of human resources strategic development of A City Power Supply Bureau at the present stage.The strategic transformation system of management includes the strategic transformation of human resources allocation,staff quality development,assessment system and incentive and restraint mechanism.It also provides safeguards for human resources management strategy of A City Power Supply Bureau from the aspects of human resources collectivization management,information management,standardization management and strengtheninginfrastructure construction.The purpose of this paper is to provide suggestions for the future development of human resources in state-owned power supply enterprises.更多还原