本文選題：供電公司 + 結構性缺員��； 參考：《華北電力大學》2013年碩士論文

【摘要】：供電企業(yè)的結構性缺員,是指供電企業(yè)在確定定員的情況下,由于設備數(shù)量、技術層級、人員構成、組織機構、工作要求、政策法規(guī)等發(fā)生變化而產(chǎn)生的人力資源配置失衡現(xiàn)象,涉及定員及人員配置兩方面的管理。 本文基于現(xiàn)代人力資源管理的思想,在閱讀大量國內(nèi)外關于公司結構性缺員及人力資源優(yōu)化配置方法的基礎上,主要進行了以下研究：首先,對國內(nèi)外定員定編及人員配置管理相關理論基礎進行系統(tǒng)的分析和整理,闡述定員管理在解決結構性缺員問題中的基礎支撐作用,解釋人員配置對于企業(yè)的重要性,探討供電企業(yè)人員的配置方式、原則、基本原理和基本模式等內(nèi)容；其次,以安陽供電公司為例,對供電企業(yè)結構性缺員的現(xiàn)狀進行歸納總結,按照科學定員和配置的管理要求,對各類缺員成因進行深入研究,并對以“六優(yōu)化”(組織機構優(yōu)化、組織方式優(yōu)化、員工配置優(yōu)化、員工素質(zhì)優(yōu)化、薪酬分配優(yōu)化、生產(chǎn)設備優(yōu)化)的專業(yè)管理體系的實施帶來的效果進行了分析；再次,對供電企業(yè)人力資源配置方法進行了改進研究。人與崗位之間不適應是絕對的,適應是相對的；不平衡是絕對的,平衡是相對的。鑒于此,論文在以上系統(tǒng)分析研究的基礎上,參考國內(nèi)外先進研究成果,綜合提出一套供電企業(yè)科學配置、解決結構性缺員的科學方法,其間運用因素分析法、層次分析法、多目標規(guī)劃及遺傳算法多種手段,以便其他單位以借鑒和使用。
[Abstract]:The structural staff shortage in power supply enterprises refers to the number of equipment, technical levels, composition of personnel, organization and work requirements of power supply enterprises in the case of determining the number of fixed personnel,The imbalance of human resource allocation caused by the change of policies and regulations involves the management of staffing and staffing.Based on the thought of modern human resource management, this paper, on the basis of reading a large number of domestic and foreign methods of structural staff shortage and optimization of human resources allocation, mainly carries out the following research: first,This paper systematically analyzes and arranges the theoretical basis of staffing arrangement and staffing management at home and abroad, expounds the basic supporting role of staffing management in solving the problem of structural staff shortage, and explains the importance of staffing for enterprises.This paper discusses the configuration mode, principle, basic principle and basic mode of power supply enterprises. Secondly, taking Anyang Power supply Company as an example, the paper summarizes the current situation of structural shortage of personnel in power supply enterprises.According to the management requirements of scientific staffing and allocation, the causes of all kinds of staff shortage are deeply studied, and "six optimizations" (organizational structure optimization, organizational mode optimization, staff configuration optimization, staff quality optimization, salary distribution optimization, etc.The effect of the implementation of the professional management system of production equipment optimization is analyzed. Thirdly, the human resource allocation method of power supply enterprises is improved and studied.Inadaptability between people and posts is absolute, adaptation is relative, imbalance is absolute, balance is relative.In view of this, on the basis of the above systematic analysis and research, and referring to the advanced research results at home and abroad, the paper puts forward a set of scientific methods for the scientific allocation of power supply enterprises to solve the structural shortage of personnel, and applies the factor analysis method, the analytic hierarchy process, and the analytic hierarchy process.Multi-objective programming and genetic algorithm for other units to learn from and use a variety of means.
【學位授予單位】：華北電力大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F426.61

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本文編號：1760998