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随着“厂网分开、竞价上网”的市场化改革的推进与深入,改变电力企业因忽视人岗匹配管理而影响企业绩效和竞争力的现状已成为理论研究与实践迫切需要解决的问题。本文将作为现代人力资源管理新基点的胜任力模型引入人岗匹配的研究中,在大量查阅相关文献和发电企业的实际调研基础上,分析了基于胜任力模型的人岗匹配管理的特点和一般流程,运用逼于理想点法对员工能力相对于发电企业岗位要求进行评价,基于相关研究数据和实证分析结果,得出了发电企业人岗匹配度,其分析结果为人员招聘、绩效考核、薪酬分配等人力资源管理与决策提供了科学的依据,可据此对企业人员进行相应的开发、培训和岗位调整。
With the advancement and deepening of the marketization reform of “separate factory network and competitive bidding network”, it has become an urgent problem that needs to be solved in theory research and practice to change the current situation that the power enterprises affect enterprise performance and competitiveness due to ignoring the matching management of people and posts. . In this paper, we introduce the competency model as a new starting point of modern human resource management into the research of man-job matching. Based on the extensive investigation of relevant literature and actual investigation of power generation enterprises, this paper analyzes the characteristics and general characteristics of man-job matching management based on competency model Based on the relevant research data and empirical analysis results, the matching degree of job-posts in power generation enterprises is obtained. The results of the analysis are as follows: staff recruitment, performance appraisal, salary Distribution and other human resources management and decision-making provides a scientific basis, which can be based on the staff of the enterprise development, training and job adjustment.