梅县供电企业人力资源培训浅析

论文编号:GS099  字数:21599,页数:29，有外文翻译

 摘    要
 
 电力工业的市场化改革,使电力企业逐渐由垄断企业向一个真正的市场经营主体转变,而电力市场化的运营给公司带来了管理理念、方式手段、市场支持、环保技术等方面的挑战。如何应对这些挑战,已经成为包括梅县供电局在内的电力企业必须考虑的刻不容缓的问题。应对的一个重要的措施就是加强企业的人力资源管理,特别是人力资源培训。通过建立完善的企业人力资源培训体系,加强对电力企业员工进行有针对性的培训,充分发掘员工潜力,提升员工综合素质,提高员工的“忠诚度”,增强企业的凝聚力,为企业在未来市场竞争提供强有力的人才基础和智力支持,进而提高企业的市场竞争力,实现企业的可持续发展。
 首先，本文结合梅县供电企业实际，分析了梅县供电企业人力资源培训状况，阐述了人力资源及人力资源培训的现状和特点。
 其次，本文针对梅县供电企业人力资源培训存在的问题进行分析。
 最后，本文提出了解决问题的对策。
 
关键词：梅县，供电企业，人力资源，培训
 
  
 
 
 Abstract
 
 Become market-oriented power industry reformation, so that the power enterprise has shifted from a monopoly to a true market operations to change, and the market operation of power bring the management philosophy, approach means, the market support, and environmental technology to the challenges. How to respond to these challenges, including the Meixian power supply enterprise must be considered an urgent issue. Respond to an important measure is to strengthen the human resource management, particularly in human resource training. Through the establishment of a comprehensive human resources and training system, strengthening of the power enterprise employees targeted training, fully exploit the potential of staff, improving staff quality, improve staff "loyalty" to help corporation enhance their cohesion, for the enterprise in the future market competition and provide a strong foundation for the talent and intelligence support, and to improve their market competitiveness to attain sustainable development.
 First, this article combine Meixian power supply enterprise reality, to analysis human resources training situation of Meixian power supply enterprise, description of the human resources and human resources training status and characteristics.
 Secondly, against Meixian power supply enterprise human resources training for the analysis and proposed measures to address those problems.
 Lastly，bring forward the answers to those problems.

 Key words: Meixian, Power Supply Enterprise, human resources, training

目       录
1  绪论………………………………………………………………………………………1
 1.1 题目背景及目的………………………………………………………………………1
 1.1.1 题目背景……………………………………………………………………….1
 1.1.2 目的…………………………………………………………………………… 1
 1.2 国内外研究状况………………………………………………………………………2
     1.2.1 传统理论时期…………………………………………………………………2
     1.2.2 行为科学管理时期……………………………………………………………2
     1.2.3 系统管理理论时期……………………………………………………………3
 1.2.4 西方企业一般培训理论的综述……………………………………………….4
     1.2.5 国内培训研究状况……………………………………………………………5
 1.3 题目研究方法…………………………………………………………………………5
 1.4 论文构成及研究内容…………………………………………………………………5
 1.4.1 论文构成………………………………………………………………………5
 1.4.2 研究内容………………………………………………………………………5
2  梅县供电企业人力资源培训状况………………………………………………………6
 2.1 人力资源现状与特点…………………………………………………………………6
 2.2 人力资源培训现状与特点……………………………………………………………8
3  梅县供电企业人力资源培训存在的问题分析…………………………………………10
 3.1 培训教育观念落后…………………………………………………………………10
 3.2 培训机制不健全……………………………………………………………………10
 3.2.1 培训机制整体性不强………………………………………………………10
 3.2.2 缺乏系统性培训规划………………………………………………………11
 3.3 培训方法陈旧单一…………………………………………………………………11
 3.4 培训内容严重滞后…………………………………………………………………12
4  梅县供电企业人力资源培训的对策……………………………………………………13
 4.1 树立培训新观念……………………………………………………………………13
 4.1.1 树立人力资源是第一资源的观念…………………………………………13
 4.1.2 树立以人为中心的观念……………………………………………………14
 4.1.3 树立员工终生教育的观念…………………………………………………15
 4.2 建立培训新机制……………………………………………………………………15
 4.2.1 建立培训--考核--使用--待遇一体化机制………………………………16
 4.2.2 建立产学研一体化机制……………………………………………………17
 4.2.3 建立不同层次人员的培训机制……………………………………………18
 4.3改善培训方法………………………………………………………………………19
 4.3.1 丰富培训的具体方法………………………………………………………20
 4.3.2 创新培训内容………………………………………………………………21
 4.3.3 培训关键少数成员…………………………………………………………22
 4.4 创建学习型组织……………………………………………………………………23
结论…………………………………………………………………………………………26
参考文献……………………………………………………………………………………27
致谢…………………………………………………………………………………………29

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