摘要

本文在我国电力体制改革不断深化的大背景下,着眼于处于战略转型阶段的

电力设计院,运用波特五力分析模型论证了电力设计院转型至工程公司的必要性

与可能性,同时从组织机构建设、岗位设置、绩效考核、薪酬分配、职业发展等

多个方面,对电力设计院人力资源的管理现状进行描述与分析。

通过以德国Hochtief公司、法国Vinci公司、法国Technip公司、美国Fluor

公司四家国际型工程公司为例,对比成熟的工程公司人力资源管理模式,指出了

旨在转型至工程公司的电力设计院在人力资源方面存在的不足与需要解决的问题。

最后,本文对电力设计院转型期人力资源体系建设提出了如下几点建议:采

用行政管理与项目管理双维度的平衡矩阵型组织机构;把员工的个人绩效纳入项

目考核体系之中,通过行政领导和项目负责人对员工的多角度考核,全面、客观

的对员工进行评价;在采用混合型薪酬策略的前提下,建立全面薪酬分配体系,

为不同层级的岗位设置不同构成的薪酬体系;拓展员工成长渠道,建立职业发展

的双重通道,实现员工与企业的共同成长。

关键词:人力资源;组织机构;绩效;薪酬;职业发展规划

Abstract

Based on Chinese power system reform, the article focus on power design institute

in strategic transition. Under the analysis of Michael Portefs Five Forces Model, the

article demonstrates the necessity and probability which support power design institutes

transform to of engineering company. At the same time,in the organization construction,

job design, performance appraisal, salary distribution, career development, etc,power

design institute's present situation of the management of human resources are described

and analyzed.

Through by Hochtief Co, Vinci Co, Technip Co,Fluor Co the four international

engineering company as examples, compared to mature engineering company human

resource management mode,the article points out the shortcomings of the problems

need to be solved in in the human resources during the transformation from the power

design institute to the company of engineering.

Finally, in this paper, the fowling suggests are supplied.The matrix organization of

the administrative management and project management is needed to be established.The

performance evaluation facing on staff which is implemented by the administrative

leadership and the project management is necessary.In the mixed compensation strategy,

a comprehensive salary distribution system should be established.By expanding staff

development channels, the development model of double channel can realize the

employee and enterprise to grow up together.

Keywords: human resource, organizations, performance, salary, career development

planning