Simplified power enterprise production of front -line structural lack of problems analysis papers

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  1. Simplified power enterprise production of front -line structural lack of problem analysis Thesis
    Thesis Abstract: With the continuous promotion and application of new technologies and new equipment of power companies, the personnel structure has also developed spontaneous changes and adjustments. The phenomenon has appeared, and it has now become a major human resources problem facing most power companies. Solving the problem of structural lack of staff is of great practical significance to strengthen human resources management of power companies. After the analysis of the structural lack of structural lack of power enterprises, it was proposed to solve the problem of structural lack of structural lack through measures such as strengthening human resource management, optimizing business processes, and strengthening employee transfer training.

    Thesis keywords: power; structural lack of staff; study
    . Existing problems
    This problem involves the main aspects of human resource management, and the person in charge of units at all levels also requires strong support. By optimizing the organizational structure, strengthening employment management, establishing an effective performance management system, and transfer training mechanism Essence After analysis, the current structural lack of structural lacks of power companies has the following problems.
    1 is that the professional management foundation is relatively weak, and the leadership is not enough. The reasons for the formation of first -line structural lack of staff are more complicated and longer. The duration has been followed by the employment of the state -owned enterprise. The professional management foundation is relatively weak, and the leaders of units at all levels have always adhered to the principle of how good people do. As a result, the total employment of most units is overwhelming, and the distribution of personnel is very unreasonable. It is difficult to find a suitable candidate for posts with higher technical complexity.
    The human resource planning mechanism for forming a system is not clear. Human resource planning is the prerequisite and foundation for the strategic decision -making of the enterprise. At present, the current power enterprise lacks a more comprehensive and comprehensive human resources planning system. Especially for five or ten years of medium and long -term human resources planning. The decision -making of the enterprise is mainly temporary With spontaneous decisions, the enterprise rarely systematically analyzes the status quo of the human resources of the enterprise. Most of the companies make decisions lack planning and planning. The overall operating efficiency of the enterprise is not high, which affects the enthusiasm of employees to a certain extent. Enterprises cannot reasonably define the existing professional personnel layout, and there are no internal planning mechanisms adjusted by personnel.
    three is that the training system is not sound, and the number of people’s transfer is difficult. Training is an effective means for employees to improve their skills and improve work efficiency. Therefore, many companies have incorporated training into the important scope of the enterprise and also received the attention of leaders at all levels of the enterprise. The emphasis on work is insufficient, resulting in a weak training teacher for enterprises, no effective integration of the existing training resources of the enterprise, and a large number of training plans without effective implementation. Because power companies are also industries with high technology complexity, the training of personnel to transfer is longer, the cost of training is high, and the difficulty of transfer is more difficult. It will also affect the overall layout of enterprise personnel to a certain extent.
    Fourth is insufficient incentive mechanism, and the employee team is at the status quo. At present, the internal and retreat mechanisms of the internal power enterprises and the promotion mechanism of the promotion mechanism are not sound, and the employee’s work pressure is less. Many employees are at the status quo and do not think for progress. The insufficient enthusiasm of employees’ work, which greatly affects the structural layout of employees.
    Five is the widespread application of advanced equipment to accelerate the adjustment of personnel layout. Due to the professionalism and risks of the power industry, the protection of safe use and personal safety protection is the top priority of the industry. In order to improve the safety and reliability of production, the research and development of new technologies and the application of new products have obtained all parties Pay attention to, especially in recent years, the new power equipment has been widely used within the enterprise, saving a lot of manpower investment, which leads to the excess of some professionals. The development of an enterprise avoids the waste of human resources.
    . The solution
    The problem -influence of power enterprises has more structural lack of structural lack. For different enterprises, specific systematic analysis should be performed. On the basis of analysis and summary issues Investigation, actively looking for solutions, and in response to the current structural lack of structural lack of production in the current production of power companies, we should mainly find ways to solve the problem from the following aspects. Free paper download center first is to find problems, coordinate planning, and carefully sort out the workflow. To solve the problem of structural lack of power in the production of power companies is a complex system. It cannot be achieved overnight. It is necessary to follow the gradual workflow, actively analyze the problems, find the cause, and plan for planning. It is necessary to conduct professional analysis of the current corporate structural lack of staff, refine the implementation plan for the production of front -line structural lack of production, and through human resources planning, planned and organized first -line employees, and established effective employee incentive mechanisms The training system, encourage employees to become talented in front -line positions. It is necessary to solve the opportunity to solve the problem of the first -line structural lack of production, improve the management of human resources systems, improve work efficiency and operational level, and promote the realization of corporate business goals.
    It is to adjust and optimize the organization and strengthen employee import management. Enterprise efficient coordination and stable operation is the goal of continuous pursuit of enterprise development. Enterprises must strive to reduce the organizational level, establish intensive, flat, and specialized organizational institutions, and strengthen internal operation management to improve the efficiency of enterprise operation. In the process of solving the problem of the structural lack of production of the production of production, through optimizing the institution and strengthening the import management of employees, the total amount of employees can reduce the pressure of the first -line structural lack of staff to a certain extent. , Strictly control management personnel and production auxiliary positions. In addition, adopting job competition, compressing management positions and merging front -line teams can also reduce the problem of unreasonable structure of power enterprises and the total number of personnel.
    three is to carry out training for transfer to strive for structural balance. Establish an internal coordination and deployment mechanism of the enterprise, reward personnel, increase the transfer training of personnel outside the scope of members and super -service positions, enrich the production of front -line positions, and promote the balanced allocation of internal human resources. At present, many enterprises are facing the lack of personnel with high levels of education and high level of ability, and those with low education levels and relatively poor business capabilities are too concentrated in jobs with lower technical complexity. And the total number of job personnel with high work complexity is scarce. Therefore, enterprises should establish a transfer training mechanism for standardized systems, and concentrate their strengths to transfer the staff of the staff to the job with higher professional complexity. In the process of transfer training, personnel with unqualified training scores must be reduced through legal compliance measures, and the structural balance of personnel is achieved through the method of transfer training.
    Fourth is strict performance assessment to ensure that the structural lack of problems is resolved as soon as possible. The specific implementation of the performance assessment work will affect the achievement of the work goals of the enterprise to a certain extent. Therefore, power companies must strengthen the management of performance assessment in a timely manner, and incorporate the solution of the production of front -line structural lacks into the scope of performance assessment work. System to ensure the achievement of work goals. It is necessary to establish a detailed and detailed assessment system and assessment standards, units that are not good for labor management and unconstitutional work in the work of structural lack of structural lack, and affect the overall work progress of the enterprise. Performance assessment is a basic work in corporate management. It is necessary to continuously refine the basic management system, strengthen employee management and other means to continuously deepen the basic work of performance assessment, effectively improve the level of performance assessment management, and attach importance to the depth of performance assessment work. With breadth, the performance assessment is closely linked to the problem of structural lack of staff.
    Five is to strengthen the management of labor and employment of enterprises, and attach importance to the stability of the front line. It is necessary to conscientiously implement the management measures and relevant regulations of various labor employment workers in the country and the industry, gradually strengthen the configuration of front -line personnel in production, scientifically and reasonably select personnel to enrich the production of front lines to ensure that the layout of the front -line personnel is reasonable. Enterprises should formulate employee management measures, especially to produce front -line employee management measures. In the case of reasonable personnel layout, the front -line team members must agree on a certain service period. Employees who cannot meet the mobilization standards shall not be mobilized at will to ensure that the front -line production positions shall be ensured. The need for employment to promote the unity of employees. In addition, when the enterprise has conditions, enterprises should establish a relevant incentive system to attract and encourage some outstanding employees to work in front lines to avoid human structural imbalances caused by the unstable employee team.
    Is to establish a supervision mechanism and track the usage of personnel in a timely manner. Some companies have always existed with the fluke of the topic and the countermeasures. They are not standardized and reasonable during the use of personnel, and they are not at the level of corporate strategy to consider the overall operation of the enterprise. The structural imbalance of the total number of job employment affects the overall operating efficiency of the enterprise. The policy formulation department of the enterprise shall start from the overall situation of the enterprise, and adopt the dual methods of man -organized supervision and institutional constraints to carry out the actual employment of the grassroots units. Regarding the equipment and use of scientific personnel at all levels of enterprises, we must resolutely eliminate mixed employment mechanisms. It is also necessary to give full play to the role of the masses of employees, and encourage employees to reflect the true allocation of employees at all levels.
    . Summary
    The problem -lack of structural lack of power in power companies has now become an important human resources strategic topic facing each enterprise. To achieve the strategic goals of the enterprise, enterprises should put the problem of production front -line structural lack of problems in an important position and actively find problem solutions. From the current actual situation, by continuous adjustment and optimization of the organizational structure, adjusting the labor method, establishing effective performance management management management management management management management methods System and transfer training mechanisms to solve the problem of structural lack of power in the production of power companies will become an effective way.
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