中石油海外项目人力资源优化配置策略研究
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摘要
海外项目的开展,为中石油公司在海外地区的发展提供了一个新的平台,有利于公司业务的发展,促进公司进一步国际化,提高国际竞争力、影响力和话语权。由于海外项目人力资源工作环境的特殊性,使得海外项目的人力资源管理工作成为一个重要课题。人是企业最好的产品,企业要生存和发展,人力资源是最为关键的因素。海外项目能否顺利有效的开展,其关键在于人力资源能否得到合理充分的利用。因此,优化其人力资源的配置,对于海外项目的成功实施具有重大意义。
随着海外项目的开展,企业的人、财、物配置空间也逐渐全球化,尤其是面对当今经济一体化、组织的快速变革、技术进步的日新月异、人才结构的失衡等新的挑战,它要求人力资源配置必须更高、更快、更灵活。因此,中石油应适应国际业务快速发展的需要,构建与综合性国际能源公司相适应的人才队伍和人力资源管理体系,优化海外项目的人力资源配置情况。
本文在分析国内外相关文献和研究成果的基础上,首先界定了人力资源配置及管理的相关概念,提出了对海外项目工作人员的素质要求,分析了中石油海外项目人力资源配置现状,在总结中石油海外项目人力资源配置取得的成果的同时也引出了其在配置结构、薪酬激励、人才培育和跨文化管理等方面存在的问题,然后给出了人力资源配置的原则、过程及步骤,构建了以结构为基础“人—岗”动态匹配模型,最后总结归纳出中石油海外项目人力资源优化配置的策略。
The problem exists in oil production plants can’t be solved just by the traditional pollution disposal. Cleaner production (CP) is an effective approach to control industry pollution; the overall environmental strategy is steadily applied to production processes, products and services by CP. CP assessment is a key factor in CP process, it’s sensible for us to search for effective, scientific CP assessment method,so that we could assess the level of CP in oil production plants accurately, put sustainable cleaner production into practice.
The development of overseas projects provides a new platform for the evolution of CNPC in overseas areas and it is beneficial to develop new business, the futher internationalization of CNPC and enhance the international competitiveness, influence and rights of speak. Because of the specific characteristic of overseas projects’human management inviroment, the human management of overseas projects turns into an important problem. Human being is the best product of a enterprise and human resource is the pivotal factor for enterprise’s survival and development. The reasonable fully utilization of human resource determines the successful and effective promote of overseas projects. For this reason, the optimization of CNPC human resource have inportant significance to the promotion of overseas projects.
With the development of overseas projects, the configuration space of enterprises’human, financial and material resource are gradually globalization. Especially face the challenge of nowadays economic integration, rapid change of organization and technical progress and unbalance of talent structure, it asks for higher, faster and more flexible allocation of human resource. So, CNPC should adapt to the need of international business’rapid expansion and build human resource management system compatible with comprehensive international enegy enterprise and optimizes the allocation of overseas projects’human resource.
On the base of relative literatrue and research resuil analysis at home and abroad, this paper firstly defines the related notion of human resource allocation and management, then, provides the quality requeset of worker of overseas projects. It also analyzes the current human resource allocation of CNPC overseas projects and points out the issues existing in allocation structure, compensation incentive mechanism, human resource development and transcultural management at the same time of summarizes the human resourceallocation achievements of CNPC overseas projects. After that, this paper builds an talents dynamic matching model based on structure according to the principle, progress and steps of human resource allocation. At last, it summarizes the strategies for human resource allocation of CNPC.
随着海外项目的开展,企业的人、财、物配置空间也逐渐全球化,尤其是面对当今经济一体化、组织的快速变革、技术进步的日新月异、人才结构的失衡等新的挑战,它要求人力资源配置必须更高、更快、更灵活。因此,中石油应适应国际业务快速发展的需要,构建与综合性国际能源公司相适应的人才队伍和人力资源管理体系,优化海外项目的人力资源配置情况。
本文在分析国内外相关文献和研究成果的基础上,首先界定了人力资源配置及管理的相关概念,提出了对海外项目工作人员的素质要求,分析了中石油海外项目人力资源配置现状,在总结中石油海外项目人力资源配置取得的成果的同时也引出了其在配置结构、薪酬激励、人才培育和跨文化管理等方面存在的问题,然后给出了人力资源配置的原则、过程及步骤,构建了以结构为基础“人—岗”动态匹配模型,最后总结归纳出中石油海外项目人力资源优化配置的策略。
The problem exists in oil production plants can’t be solved just by the traditional pollution disposal. Cleaner production (CP) is an effective approach to control industry pollution; the overall environmental strategy is steadily applied to production processes, products and services by CP. CP assessment is a key factor in CP process, it’s sensible for us to search for effective, scientific CP assessment method,so that we could assess the level of CP in oil production plants accurately, put sustainable cleaner production into practice.
The development of overseas projects provides a new platform for the evolution of CNPC in overseas areas and it is beneficial to develop new business, the futher internationalization of CNPC and enhance the international competitiveness, influence and rights of speak. Because of the specific characteristic of overseas projects’human management inviroment, the human management of overseas projects turns into an important problem. Human being is the best product of a enterprise and human resource is the pivotal factor for enterprise’s survival and development. The reasonable fully utilization of human resource determines the successful and effective promote of overseas projects. For this reason, the optimization of CNPC human resource have inportant significance to the promotion of overseas projects.
With the development of overseas projects, the configuration space of enterprises’human, financial and material resource are gradually globalization. Especially face the challenge of nowadays economic integration, rapid change of organization and technical progress and unbalance of talent structure, it asks for higher, faster and more flexible allocation of human resource. So, CNPC should adapt to the need of international business’rapid expansion and build human resource management system compatible with comprehensive international enegy enterprise and optimizes the allocation of overseas projects’human resource.
On the base of relative literatrue and research resuil analysis at home and abroad, this paper firstly defines the related notion of human resource allocation and management, then, provides the quality requeset of worker of overseas projects. It also analyzes the current human resource allocation of CNPC overseas projects and points out the issues existing in allocation structure, compensation incentive mechanism, human resource development and transcultural management at the same time of summarizes the human resourceallocation achievements of CNPC overseas projects. After that, this paper builds an talents dynamic matching model based on structure according to the principle, progress and steps of human resource allocation. At last, it summarizes the strategies for human resource allocation of CNPC.
引文
[1]吴养平.浅谈企业人力资源优化配置设计[J].发展,2008,10
[2]马洪潮,张贺民.优化配置企业的人力资源[J].辽宁经济,2005,7
[3] Herbert G Heneman.Staffing Organization [M] McGraw-Hill, 2005
[4]孙建轩.人力资源优化配置模型研究现状及发展趋势[J].科技与管理,2008,2
[5] Kicker, D. and Motowidlo, s. j.Main and interaction Effects of Task and Contexual Performance on Superviory Rewards Devision. [J].Jorenal of Applied Psychology, 1999,84:600-610
[6]道林,赵曙明,程德俊.国际人力资源管理[M].北京:中国人民大学出版社,2010
[7]严爱民.人力资源管理经济分析[M].北京:北京大学出版社,2010,3
[8]高新伟.论海外石油项目的人力资源管理与开发[J].中国石油大学学报(社会科学版):2008,5(24)
[9]宋冬凌.浅议我国跨国公司的发展战略[J].领导科学,2005,20
[10]王璞.人力资源管理咨询实务[M].北京:机械工业出版社,2003.1.1
[11]赵曙明.人力资源战略与规划[M].北京:新华出版社,2000: 127-131
[12]罗刚寿.选才用人—适用才是硬道理[J].中国人力资源开发,2004.(5):68
[13]顾建一,张瑞震.军队后勤社会化的经济学分析[J].经济研究参考,2004.(40):34-36
[14]周楠,丁孝智,周文学.不同层次人才贡献率与企业人力资源优化配置研究[J].内蒙古工业大学学报(社会科学版),2004,2(14)
[15]高新伟,张爱红.人力资源管理在海外石油项目中的应用[J].国际经济合作,2008,(11)
[16]刘占军.金融危机下要充分发挥石油企业人力资源保障作用[J].北京石油管理干部学院学报,2009,(04)
[17]冯保华.石油企业人力资源管理现状分析及对策研究[J].胜利油田职工大学学报,2008,(S1)
[18]张明涛,姜波.海外石油项目人力资源管理[J].合作经济与科技, 2007, (08)
[19]刘景民,赵美玲.石油企业国际人力资源管理与开发的挑战与对策[J]石油天然气学报(江汉石油学院学报), 2005,(02)
[20]高新伟,张爱红.我国海外石油项目的人力资源管理探析[J].黑龙江对外经贸, 2008, (08)
[21]杨静.石油企业跨国经营中的人力资源管理[J].石油科技论坛, 2006, (06)
[22]田黎明.海外油气项目资源整合优化之我见[J].胜利油田师范专科学校学报, 2005,(02)
[23]Paul L. Schumann. A moral principles framework for human resource management ethics[J]. Human Resource Mangement Review,2001,(11)
[24]刘燕.我国石油国际化经营人才的现状及建议[J].胜利油田党校学报, 2003, (04)
[25]王东升,张建一.关于石油企业人力资源管理问题的思考[J].商场现代化, 2009, (21)
[26]王秀岩.中国石油企业国际化经营战略研究[D].哈尔滨工程大学, 2008
[27]赵颖文,张淑英.石油企业人力资源管理存在的问题及对策[J].长江大学学报(社会科学版), 2009, (04)
[28]张明涛,姜波.海外石油项目人力资源管理[J].合作经济与科技, 2007,(08)
[29]Ferdinand A. Gul, 2004.investment oppottunity set, corporate governance practices and firm perfprmance. Journal of Corporate ficance 10(2004)
[30]冯晓宪.贵阳移动公司人力资源优化配置策略研究[D].贵州大学,2008
[31]Michael A. Sheppeck, jack Militello. Strategic HR Configuration and Orgnization Performance Human Resource Management[M]. Davies-Black Pubishing,2000
[32]周明非,张培翥.中原物探海外“落地生根”[J].中国石化, 2006,(04)
[33]周琪.中国高校教师人力资源优化配置研究[D].湖南大学,2008
[34]赵俊杰.石油企业人力资源开发管理刍议[J].兰州商学院学报, 2009, (03)
[35]中石油2008-2009年年报
[2]马洪潮,张贺民.优化配置企业的人力资源[J].辽宁经济,2005,7
[3] Herbert G Heneman.Staffing Organization [M] McGraw-Hill, 2005
[4]孙建轩.人力资源优化配置模型研究现状及发展趋势[J].科技与管理,2008,2
[5] Kicker, D. and Motowidlo, s. j.Main and interaction Effects of Task and Contexual Performance on Superviory Rewards Devision. [J].Jorenal of Applied Psychology, 1999,84:600-610
[6]道林,赵曙明,程德俊.国际人力资源管理[M].北京:中国人民大学出版社,2010
[7]严爱民.人力资源管理经济分析[M].北京:北京大学出版社,2010,3
[8]高新伟.论海外石油项目的人力资源管理与开发[J].中国石油大学学报(社会科学版):2008,5(24)
[9]宋冬凌.浅议我国跨国公司的发展战略[J].领导科学,2005,20
[10]王璞.人力资源管理咨询实务[M].北京:机械工业出版社,2003.1.1
[11]赵曙明.人力资源战略与规划[M].北京:新华出版社,2000: 127-131
[12]罗刚寿.选才用人—适用才是硬道理[J].中国人力资源开发,2004.(5):68
[13]顾建一,张瑞震.军队后勤社会化的经济学分析[J].经济研究参考,2004.(40):34-36
[14]周楠,丁孝智,周文学.不同层次人才贡献率与企业人力资源优化配置研究[J].内蒙古工业大学学报(社会科学版),2004,2(14)
[15]高新伟,张爱红.人力资源管理在海外石油项目中的应用[J].国际经济合作,2008,(11)
[16]刘占军.金融危机下要充分发挥石油企业人力资源保障作用[J].北京石油管理干部学院学报,2009,(04)
[17]冯保华.石油企业人力资源管理现状分析及对策研究[J].胜利油田职工大学学报,2008,(S1)
[18]张明涛,姜波.海外石油项目人力资源管理[J].合作经济与科技, 2007, (08)
[19]刘景民,赵美玲.石油企业国际人力资源管理与开发的挑战与对策[J]石油天然气学报(江汉石油学院学报), 2005,(02)
[20]高新伟,张爱红.我国海外石油项目的人力资源管理探析[J].黑龙江对外经贸, 2008, (08)
[21]杨静.石油企业跨国经营中的人力资源管理[J].石油科技论坛, 2006, (06)
[22]田黎明.海外油气项目资源整合优化之我见[J].胜利油田师范专科学校学报, 2005,(02)
[23]Paul L. Schumann. A moral principles framework for human resource management ethics[J]. Human Resource Mangement Review,2001,(11)
[24]刘燕.我国石油国际化经营人才的现状及建议[J].胜利油田党校学报, 2003, (04)
[25]王东升,张建一.关于石油企业人力资源管理问题的思考[J].商场现代化, 2009, (21)
[26]王秀岩.中国石油企业国际化经营战略研究[D].哈尔滨工程大学, 2008
[27]赵颖文,张淑英.石油企业人力资源管理存在的问题及对策[J].长江大学学报(社会科学版), 2009, (04)
[28]张明涛,姜波.海外石油项目人力资源管理[J].合作经济与科技, 2007,(08)
[29]Ferdinand A. Gul, 2004.investment oppottunity set, corporate governance practices and firm perfprmance. Journal of Corporate ficance 10(2004)
[30]冯晓宪.贵阳移动公司人力资源优化配置策略研究[D].贵州大学,2008
[31]Michael A. Sheppeck, jack Militello. Strategic HR Configuration and Orgnization Performance Human Resource Management[M]. Davies-Black Pubishing,2000
[32]周明非,张培翥.中原物探海外“落地生根”[J].中国石化, 2006,(04)
[33]周琪.中国高校教师人力资源优化配置研究[D].湖南大学,2008
[34]赵俊杰.石油企业人力资源开发管理刍议[J].兰州商学院学报, 2009, (03)
[35]中石油2008-2009年年报