A网通公司网管中心人才管理实践研究
|
摘要
本文试图运用管理学知识,对A网通公司网管中心人才的使用和管理进行了研究。通过分析通信行业人才的特点和作用,提出了通信行业人才使用和管理的一般思路与方法。针对A网通公司人才管理现状,得出公司结构性冗员与高端人才匮乏是企业面临的主要矛盾之一。提出了以人才培养为切入点,通过内部挖潜和自主培养、外部引进,分专业、分层次,开发技术人才,优化人力资源结构和配置。根据A网通公司人才管理战略目标,以本人所服务的网管中心人才管理现状,对网管中心人才管理体系进行设计,提出网管中心“虚拟利润法”薪酬考核方案,旨在建立良好的激励机制和薪酬体系,形成有效的激励机制,推动企业员工特别是优秀人才为企业创造更多的价值。
The paper is trying to plan and design the strategy of human resource and talented personnel management in the Network Management Center of CNCC A Branch applying Management knowledge and method. By analyzing the characteristic and effect of the talented personnel served on Telecommunications, the advice and measurement of how to employ and organize them efficiently is provided. Looking into the management of talented personnel in CNCC A Branch, a conclusion is drawn that one of the main challenge of the enterprise is the conflict between superfluous human resource structure and the serious lack of high-level talented personnel. The strategy of the talented personnel management is proposed as that with strengthening the personnel training as the breakthrough point, through tapping the internal potentialities, training internal talented personnel independently and introducing exterior excellent personnel simultaneously, all sorts of talented technical personnel on different specialties and levels could be developed. Therefore the enterprise' s structure and configuration of human resource and the talented personnel could be optimized.
The Network Management Center of CNCC A Branch is the department the author has been working for a long time. Based on the status study of the employee in this Center, combining with the strategic goal of CNCC A Branch' s talented personnel management, the paper also trying to plan and design the human resource management system of Network Management Center of CNCC A Branch. The hypothetical profit distribution plan on salary evaluation in the Center is therefore proposed to establish a kind of better incentive scheme and more effective salary distribution system, by which the talented personnel could create more important value for the enterprise they have been serving for.
The paper is trying to plan and design the strategy of human resource and talented personnel management in the Network Management Center of CNCC A Branch applying Management knowledge and method. By analyzing the characteristic and effect of the talented personnel served on Telecommunications, the advice and measurement of how to employ and organize them efficiently is provided. Looking into the management of talented personnel in CNCC A Branch, a conclusion is drawn that one of the main challenge of the enterprise is the conflict between superfluous human resource structure and the serious lack of high-level talented personnel. The strategy of the talented personnel management is proposed as that with strengthening the personnel training as the breakthrough point, through tapping the internal potentialities, training internal talented personnel independently and introducing exterior excellent personnel simultaneously, all sorts of talented technical personnel on different specialties and levels could be developed. Therefore the enterprise' s structure and configuration of human resource and the talented personnel could be optimized.
The Network Management Center of CNCC A Branch is the department the author has been working for a long time. Based on the status study of the employee in this Center, combining with the strategic goal of CNCC A Branch' s talented personnel management, the paper also trying to plan and design the human resource management system of Network Management Center of CNCC A Branch. The hypothetical profit distribution plan on salary evaluation in the Center is therefore proposed to establish a kind of better incentive scheme and more effective salary distribution system, by which the talented personnel could create more important value for the enterprise they have been serving for.
引文
[1](美)克里斯·安德森(Chris Anderson)《长尾理论》(The Long Tail:Why the Future of Business is Selling Less of More)中信出版社2006-12-9
[2]吉雷 “浅淡知识型员工的管理” 《中国培训》,2001年第4期
[3]中财论坛《企业不同环境中的激励》2007-7-19
[4]郑晓明 编译的《管理知识员工》北京:机械工业出版社 2000-7-1
[5]奚玉芹,金永红《企业薪酬与绩效管理体系设计》北京:机械工业出版社2004-2-1
[6]陈宇《人力资源经济活动分析》中国劳动出版社 1991年5月
[7]尤超《人力资源开发的重要地位与挑战》2007-04-29
[8]鲁春从《电信技术》 “现代电信运维体系”2007年1月
[9]费利克斯·巴伯(Felix Barber)、赖纳·施特拉克(Rainer Strack),“人力企业”绩效衡量新方法,《商业评论》
[10]张文《目标管理与绩效考核》中国科学文化音响出版社
[2]吉雷 “浅淡知识型员工的管理” 《中国培训》,2001年第4期
[3]中财论坛《企业不同环境中的激励》2007-7-19
[4]郑晓明 编译的《管理知识员工》北京:机械工业出版社 2000-7-1
[5]奚玉芹,金永红《企业薪酬与绩效管理体系设计》北京:机械工业出版社2004-2-1
[6]陈宇《人力资源经济活动分析》中国劳动出版社 1991年5月
[7]尤超《人力资源开发的重要地位与挑战》2007-04-29
[8]鲁春从《电信技术》 “现代电信运维体系”2007年1月
[9]费利克斯·巴伯(Felix Barber)、赖纳·施特拉克(Rainer Strack),“人力企业”绩效衡量新方法,《商业评论》
[10]张文《目标管理与绩效考核》中国科学文化音响出版社