随着TB电力公司与国家电网公司的管理全面接轨,公司实现了从原有的政府管理模式
向企业管理模式的过渡。面对自然环境较差、员工传统观念较强、电网建设规模较小、
自我发展能力较弱、发展速度较快的实际状况,如何适应公司自身发展变化以及国家
电网公司的管理要求,使人力资源既能满足当前安全生产需要,又能支撑公司未来战
略发展,成为公司人力资源管理首先需要解决的问题,因此对“十二五”期间公司员
下队伍与人力资源管理体系进行前瞻性的预测与规划研究具有非常强的实践意义,也
是公司适应发展变化的首要工作。

本文以人力资源规划理论为依据,通过实地调研对公司人力资源管理现状进行了
深入系统的分析,根据公司发展要求与目标和人力资源规划原则,运用德尔菲法、定
员法等多种定性与定量相结合的研究方法,对公司未来五年员工队伍的需求与供给进
行了预测分析,特别针对公司各类关键人才队伍提出配置落实计划;同时从加强人力
资源管理体系建设和提升人力资源管理功能发挥的角度出发,提出了人力资源管理招
聘与配置、培训与开发、薪酬与绩效管理等相关机制的系统性提升规划方案。本文的
研究为TB电力公司未来五年的人力资源管理工作指明了思路与方向,对公司提升人力
资源管理水平,建设关键人才队伍,适应公司发展需要,实现公司发展目标有着现实
的指导意义。

关键词:“十二五”;电力;人力资源规划;关键人才队伍
Abstract
In the ‘‘12th five-year plan period, State Grid Corporation of China (SGCC) raised
further accelerating the two transformations of mode of network development and corporate
perations to fullfill the strategic objectives of the modernized corporation of the “domestic
first-class, international standard.As the TB electric power corporation conformed in the
round with SGCC, the company has realized the transition from existing government
management mode to enterprise mode. In the situation of the bad natural environment,
strong traditional values, small network construction, weakness capacity and the fast speed,
the first problem to be solved to the company must be adapt to the company's own
development and SGCC's management requirements, and enable human resources not only
to meet the current needs of work safety, but also support the company's future development
strategy. Therefore, a forward-looking study on forecasting and planning to the staff and HR
management system in the “12th five-year plan” period has been a strong practical and also
the primary work of the company.
This article is based on the theory of human resource planning, through field research,
conducted in-depth systematic analysis of the current status of the company's human
resources management. According to the company's development objectives and the
principles of human resources planning, using a variety of qualitative and quantitative
research methods, such as the Delphi and force method, this article has forecast the supply
and demand on the staff of the company for the next five years, especially give the
suggestion of allocation plans for the key telents. Also, from both strengthening the
construction of HR management system and enhance the function of HR management, this
article proposed the systematical planning of the mechanisms including recruitment and
allocation, training and development, remuneration and performance management and
specific implementation arrangements.The research of this article indicates the direction of
the company's HR managment over the next five years. It has a realistic guiding significance
to improve the level of HR management, to construct the company's key talents team, to
meet the development requirements and to achieve the company's objectives.
key words: the “12th five-year plan period; electric power; human resources planning;
key talents team