石油企业人才培训与开发研究
摘要
知识经济时代,人才培训与开发在人力资源管理中占有越来越重要的地位,已经成为企业发展和人才发展的共同选择。目前石油企业人才培训与开发存在的问题主要在于忽视了人才发展的本质要求,从技术层面上尚未建立有效的培训需求分析、项目优选和效果评估模式。本文从石油企业培训管理部门的角度,在分析我国石油企业培训与开发现状基础上,借鉴发达国家企业人才培训与开发实践,应用现代管理理论和系统工程方法,研究适应石油企业特点和知识经济需要的人才培训与开发理论、方法和应用技术,在谋求企业和人才共同发展的前提下,提出石油企业培训与开发的战略对策。
本文分别从人性假设、人才价值实现和培训运行机制角度,论证了人才培训与开发基于人的发展的必要性。提出了基于人的发展的培训与开发“3+4”理论框架,包括以人为本、高效投资、共同发展三个核心理念和战略性、系统性、可持续性、柔性管理四项关键特征。
对石油企业人才培训与开发需求分析进行了研究。提出培训需求分析必须从人才价值和人才发展角度出发,找出人才在素质能力方面的不足和差距。对胜任力模型在培训需求分析中的应用进行了探讨,改进了胜任力建模方式,将经典系统分析模型中组织-任务-人员分析贯穿到模型构建过程,采用德尔菲法与团体深度访谈方式确定岗位胜任力构成要素,应用针对某一特定群体的开放式问卷调查法构建胜任力模型,通过缺口分析确定培训需求,形成了一套实用的基于胜任力的石油企业培训需求分析模式;
对石油企业培训与开发项目优选进行了研究。建立了培训与开发项目优选评价指标体系,提出了基于不确定多属性群决策的培训与开发项目优选程序,建立了用群组层次分析法对培训与开发项目优选评价指标赋予权重;进而采用基于EWAA算子和LHA算子的属性权重为实数而属性值为语言的多属性决策方法进行决策排序,并进行了实证研究;
对石油企业培训与开发效果评估进行了研究。提出应用系统工程中的模糊数学方法,从战略层面加强行为层和结果层的评估。建立了石油企业培训效果评估指标体系,运用粗糙集理论进行了指标的客观赋权,形成了较为实用的效果评估数据调查方式。构建了石油企业基于模糊综合评价的培训与开发效果评估模型。
提出了石油企业基于人的发展的培训与开发的六大战略:协调发展战略、柔性化战略、可持续战略、差异化战略、国际化战略和文化互动战略,并归纳出石油企业培训与开发的战略原则和战略对策。
Talent training & development plays more and more important role in human resource management and has become the mutual choice for both enterprise and intelligence development in the knowledge economy times. The major problems that talents training & development in petroleum enterprises have now is ignoring talents’basic requirements and no effective training requirement analysis, project selection or effect analysis model has been established yet. Therefore, based on the present situation of training & development in China’s petroleum enterprises and the practice of the developed countries, this thesis studies the theory, method and applying technology of talents training & development to adapt to the needs of petroleum enterprises characteristic and knowledge economy with the modern management theory and systematic engineering method. On the premise of seeking the mutual development between enterprises and talents, it proposes strategic solution for the training and development of petroleum enterprises.
From the aspects of the hypothesis of human nature, realization of talent’s value and operation mechanism of training, this thesis discusses the necessity of talents training and development on the basis of the human being development. Meanwhile, it points out the theoretical structure of“3+4”, which includes three core ideas of people-oriented, effective investment and mutual development , and four key features of strategy, systematicness, steadiness and flexible managing.
This thesis studies the requirements of training & development. The analysis of training need is to find out the gap and disadvantage of talents competency. It explores the usage of competency in the training requirement analysis and improves the method of setting up competency model. It puts the organization-task-personal analysis in the classic systematic analysis model throughout the construction of competency model, and defines competency factor by Delphi Method and group deep interview. It sets up competency model by open questionnaire which is pointing to a certain group of people. The training need is determined by the gap analysis. Therefore, a practical analysis model of training need is set up for petroleum enterprises.
The thesis studies training & development project selection for the petroleum enterprises. It sets up appraisal index of training & development project selection and points out the procedure of project selection based on uncertain and multiple attribute decision . The selection method, which entrusts weights through group AHP and accounts based on EWAA and LHA, is established. The empirical research is also accomplished.
This thesis studies efficient appraisal model of training & development. It points out that the action appraisal and result appraisal should be strengthened with the method of fussy mathematics. The appraisal indexes system in petroleum enterprises is established and entrusted weights through Rough. Furthermore, the relatively practical appraisal method of data investigation is formed. Training & development efficient appraisal model based on the fuzzy integrated evaluation for petroleum enterprises is constructed.
The thesis points out six strategies of the training and development on the basis of human development: corresponding development strategy, flexible strategy, sustainable strategy, differentiate strategy, internationalization strategy and culture interaction strategy. It also summarizes strategic principle and policy for the training and development of petroleum enterprises.
本文分别从人性假设、人才价值实现和培训运行机制角度,论证了人才培训与开发基于人的发展的必要性。提出了基于人的发展的培训与开发“3+4”理论框架,包括以人为本、高效投资、共同发展三个核心理念和战略性、系统性、可持续性、柔性管理四项关键特征。
对石油企业人才培训与开发需求分析进行了研究。提出培训需求分析必须从人才价值和人才发展角度出发,找出人才在素质能力方面的不足和差距。对胜任力模型在培训需求分析中的应用进行了探讨,改进了胜任力建模方式,将经典系统分析模型中组织-任务-人员分析贯穿到模型构建过程,采用德尔菲法与团体深度访谈方式确定岗位胜任力构成要素,应用针对某一特定群体的开放式问卷调查法构建胜任力模型,通过缺口分析确定培训需求,形成了一套实用的基于胜任力的石油企业培训需求分析模式;
对石油企业培训与开发项目优选进行了研究。建立了培训与开发项目优选评价指标体系,提出了基于不确定多属性群决策的培训与开发项目优选程序,建立了用群组层次分析法对培训与开发项目优选评价指标赋予权重;进而采用基于EWAA算子和LHA算子的属性权重为实数而属性值为语言的多属性决策方法进行决策排序,并进行了实证研究;
对石油企业培训与开发效果评估进行了研究。提出应用系统工程中的模糊数学方法,从战略层面加强行为层和结果层的评估。建立了石油企业培训效果评估指标体系,运用粗糙集理论进行了指标的客观赋权,形成了较为实用的效果评估数据调查方式。构建了石油企业基于模糊综合评价的培训与开发效果评估模型。
提出了石油企业基于人的发展的培训与开发的六大战略:协调发展战略、柔性化战略、可持续战略、差异化战略、国际化战略和文化互动战略,并归纳出石油企业培训与开发的战略原则和战略对策。
Talent training & development plays more and more important role in human resource management and has become the mutual choice for both enterprise and intelligence development in the knowledge economy times. The major problems that talents training & development in petroleum enterprises have now is ignoring talents’basic requirements and no effective training requirement analysis, project selection or effect analysis model has been established yet. Therefore, based on the present situation of training & development in China’s petroleum enterprises and the practice of the developed countries, this thesis studies the theory, method and applying technology of talents training & development to adapt to the needs of petroleum enterprises characteristic and knowledge economy with the modern management theory and systematic engineering method. On the premise of seeking the mutual development between enterprises and talents, it proposes strategic solution for the training and development of petroleum enterprises.
From the aspects of the hypothesis of human nature, realization of talent’s value and operation mechanism of training, this thesis discusses the necessity of talents training and development on the basis of the human being development. Meanwhile, it points out the theoretical structure of“3+4”, which includes three core ideas of people-oriented, effective investment and mutual development , and four key features of strategy, systematicness, steadiness and flexible managing.
This thesis studies the requirements of training & development. The analysis of training need is to find out the gap and disadvantage of talents competency. It explores the usage of competency in the training requirement analysis and improves the method of setting up competency model. It puts the organization-task-personal analysis in the classic systematic analysis model throughout the construction of competency model, and defines competency factor by Delphi Method and group deep interview. It sets up competency model by open questionnaire which is pointing to a certain group of people. The training need is determined by the gap analysis. Therefore, a practical analysis model of training need is set up for petroleum enterprises.
The thesis studies training & development project selection for the petroleum enterprises. It sets up appraisal index of training & development project selection and points out the procedure of project selection based on uncertain and multiple attribute decision . The selection method, which entrusts weights through group AHP and accounts based on EWAA and LHA, is established. The empirical research is also accomplished.
This thesis studies efficient appraisal model of training & development. It points out that the action appraisal and result appraisal should be strengthened with the method of fussy mathematics. The appraisal indexes system in petroleum enterprises is established and entrusted weights through Rough. Furthermore, the relatively practical appraisal method of data investigation is formed. Training & development efficient appraisal model based on the fuzzy integrated evaluation for petroleum enterprises is constructed.
The thesis points out six strategies of the training and development on the basis of human development: corresponding development strategy, flexible strategy, sustainable strategy, differentiate strategy, internationalization strategy and culture interaction strategy. It also summarizes strategic principle and policy for the training and development of petroleum enterprises.
引文
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