中国石油公司人力规划之研究（PDF 76页）

2000()()()()AbstractTheresearchofthisprojectistodiscussthegovernmentalenterprise’semployeereactionwhentheyarefacetheextremelychangeofthegovernmentalcompanytobecometheprivation.Inthisprivatizationprocess,thecompanyhaveusedtheenterprise’sre-engineeringandchangethehumanresourceplanningtofittheprivatization.TheobjectofthisresearchistheRefineryBusinessUnit(RBU)ofChinesepetroleumcorp.,thebiggestgovernmentalenterprisebelongstotheMinistryoftheEconomicAffairs.Inordertostrengthentheircompetition,theChinesePetroleumCorp.establishedtheRefineryBusinessUnitattheendoftheyear2000.Theytrytosimplifyandconsolidatetheorganizationandreorganizefunctionalorganizationtobusinessunit.Themainpurposeishopethatwillbechangetheorganizationalculture,reducetheworkingprocessandrevolutetheemployeesmental.Italsowishthatre-engineeringprocesswhichbythroughsimplifiedtheadministrativelevelsandrationalizedthehumanresourcesplanningwouldproduceenterprise’soperationefficiently.TheresearcherisworkingintheChinesePetroleumCorp.andhaveexperiencedintheestablishmentofRBU.Afterfullyunderstandingtheresponseofvariouslevelsoftheemployeestothehumanresourceplanninginthisre-engineeringprocess,hemaketheconclusionoftheresearchisasfollowing:1.Thereisnosignificantdifferenceamongemployeeswithdifferentattributesagainst“ManpowerTransferPlanning”.2.Thereisnosignificantdifferenceamongemployeeswithdifferentattributesagainst“StrengtheningofManpowerEmployment”.3.ThereissignificantpositivecorrelationbetweenManpowerTransferPlanningandStrengtheningofManpowerEmploymentasexpressedbyemployeesofdifferentattributes.4.EmpiricaloutcomesofemployeesofdifferentattributestowardtheimpactofManpowerTransferPlanningandStrengtheningofManpowerEmploymentare:a.Themanpowertransferandcoremanpowerhavesignificantpositiveimpact.b.Thereissignificantpositiveimpactofhumanresourcessupplyanddemandadjustmentandcoremanpower.c.ThereissignificantpositiveimpactofManpowerSupplyandDemandAdjustmentandmanpowersubjecttotransfer.d.ThereissignificantpositiveimpactofManpowerSupplyandDemandAdjustmentandManpowertobedeveloped.I………………………………………………………….…………..………1………………………………………………………………1………………………………………………………………………6………………………………………………….….…………………7………………………………………………………………………7………………………………………………………………9……………………………………...11…………………………………………………………….…………25……………………………………………………………………...25……………………………………………………………………...26……………………………………….………..27……………………………………………………………………...33………………………………………………………………...35……………………………………………………………………...37……………………………………………………………...38………………………………………………...38……………………46…………………...…………53……………………………...55……………………………..…………………………….………..58…………………………………………………………………………...58…………………………………………………………………………...61……………………………………………………………………….…………...63……………………………………………………………..…………………………...65II1.1-1………………………………………………………...32.3-1……………………………………………………….….142.3-2…………………………………………………………….….…162.3-3…………………………….…….172.3-4…………………………………………………….…….…182.3-5…………………………………….………….202.3-6………………………………………………….…………….…243.3-1…………………………………….………….……293.3-2…………………………………….………….……323.4-1……………………………………………………….……….……344.1-1…………………………………384.1-2…………………………..404.1-3…………………………..414.1-4…………………………….….424.1-5……………………………..444.1-6……………………………..454.2-1…………………………………..474.2-2…………………………………..484.2-3………………………………………..504.2-4……………………………………..514.2-5……………………………………..524.3-1……………………..534.4-1………………………………………..554.4-2……………………………………..564.4-3……………………………………..564.4-4………………………………………………………..575.1-1……………………………..585.1-2……………………………..585.1-3……………………………..605.1-4……………………………..60III1.1-1………………………………………………...………….…...52.3-1……………………………………………………….…….153.1-1……………………………………………………………….………….25119991.1.1-1(1)2(2)2.(1)a.b.(2)(3)1.1-131.1-1()()123456719991234567(4)419991.1-180%()()51.1-11999671994manpowerplanninghumanresourceplanning19988careerplanning200150919981980(NBC)198019801988198010118898588898818971287881897893(2000)1.-20032.1.2.3.4.132.3-1B-A2.3-1142.3-1ABBA()()()()()()11014611014614-1-4001144953011362-1-13-36912348011041-1-22-384111554011038-1-14-44384561515311347147-3-43-10494(2000)14152.3-115161.89612.3-22.3-2\5472128100705141110388294180601549849623302119313113651017553219197(2000)ArthurD.Little,ADL8872.3-3172.3-3\27/70.9%502/3.2%61/6.1%62/6.9%390/10.4%31589/29.1%207/13.4%173/17.4%145/16.1%614/16.4%119201286/83.3%758/76.4%694/77%2738/73.2%283/3061543/100.0%992/100.0%901/100.0%3742/100.0%1790(2000)2.2000(1)(2)(3)(4)1.2.3.18(1)(2)4.5.1.2.3.ArthurD.Little,ADL4.5.2.3-42.3-4ABCD(E=A-B+C-D)553225910037421631(2000)1.A89612.B896192630603C926304.DArthurD.Little,ADL191.756116337153150233512718502.19991.2782.(1)30(2)20(3)3030(4)()150020002003111934651431092122201.1102.5233.92504.065.026.1217.698.3109.110.211.1301.197270332.2.3-52.3-5163119727085027813251398304231(2000)213.1.(1)(2)(3)(4)(5)A.a.b.B.C.D.22E.2.1.2.3.(1)(2)(3)(4)4.(1)(2)2.3-623242.3-6Q1Q2Q3Q4Q1Q2Q3Q4Q1Q2Q3Q4Q1Q2Q3Q4Q1Q2Q3Q412345678(2000)24253.1-13.1-12627401.2.2819992000Likert5,4,3,2,1110101050Cronbach’s0.79761120101050Cronbach’s0.7643KMO(Kaiser-Meyer-Olkin)0.5(Kaiser,1974)(principlecomponentanalysis)(eigenvalue)1(varimaxmethod)(orthogonalrotation)(sc