本文通过对中盛公司人才梯队现状的分析和研究，指出其中存在的主要问
题及成因，以公司的发展战略为导向，制定中盛公司人才梯队建设的对策与措
施。人才梯队建设首先要明确人力资源规划，通过人力资源盘点，厘清企业的
人才缺口；其次以胜任力模型为核心进行人员测评与甄选，挑选高潜质员工进
入人才梯队资源库；最后结合人才职业生涯规划采用多样化、有针对性的培养
方式，例如轮岗、导师传帮带、专题座谈等，对其进行有效培养。当企业出现
职位空缺有人才需求时，可以从人才梯队资源库选拔继任者。同时要不断维护
人才梯队资源库，使之具有流动性，保持活力，通过人才入库、培养、过滤、
萃取工作，形成后备人才队伍能力水平循序渐进、螺旋上升的良性循环
本文为建设一支数量充足、布局科学、结构合理、素质优良的后备人才队
伍，推进中盛公司的可持续发展进行了有益的探索，对解决中小型软件企业在
快速发展中普遍面临的人才不足问题有指导价值
关键词：战略导向；人才梯队；人才培养华北电力大学硕士学位论文
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Abstract
With the development of a company, the managers often run into problems on
the management of human resource, such as insufficient talent pool, lack of
business development potential and the decline of development. The root of this
phenomenon is that the talent pool is so insufficient that it can not meet the
demands of the strategic development. Insufficient talent pool can slow down the
pace of the company’s development, and moreover, it can devastate a company
with rapid growth. Talent team construction, which is the best starting point and a
breakthrough of the implementation of strategic talent pool, can predictably meet
human resources demand of business development, achieve the talent replacement
in sequence and promote sustainable development of ente rprises.
In this paper, the main problems and reasons of talent cultivation in
Zhongsheng Company are pointed out through the analysis and research on the
present situation. Besides, strategies and measures for the talent team construction
are set up based on the development strategy of this company. Firstly, the talent
team construction needs to confirm the plan of human resource and figure out the
insufficiency of talent by making an inventory of human resource. Secondly,
employees are tested and selected by personnel competency model, so that
high-potential employees are selected to the talent pool.
At last, the talents are trained based on the talented person&39;s career planning
variously and purposefully, such as rotation, Tutor guidance, seminars and oth er
topics. When a position is available, a successor can be selected from the talent
pool.
In this paper, a meaning research for the sustainable development of
Zhongsheng Company by constructing a reserved talent pool with the
characteristics, such as sufficiency, scientific layout, reasonable structure and
excellent quality. This paper can provide the reference for the small and
medium-sized developing software enterprises with some common problems.
Keywords: strategic orientation； talent echelon； personnel cultivation华北电力大学硕士学位论文
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目 录
摘要. I
AbstractII
第 1 章 绪论 .......1
1.1 研究背景及其意义 1
1.1.1 研究背景 .........1
1.1.2 研究意义 .........1
1.2 国内外研究现状 ....2
1.2.1 国外研究现状 ..2
1.2.2 国内研究现状 ..3
1.3 研究内容与研究方法 .........4
1.3.1 研究内容 .........4
1.3.2 研究思路与研究方法 ..4
第 2 章 相关概念与理论概述 .....6
2.1 相关概念界定 ........6
2.1.1 人力资源战略及战略导向 .......6
2.1.2 人才梯队及人才梯队建设 .......6
2.2 人才梯队建设理论概述 .....7
2.2.1 人力资源战略理论 ......7
2.2.2 人力资源开发理论 ......8
2.2.3 人才储备理论 ..9
2.2.4 人才梯队建设相关理论 .........10
第 3 章 中盛公司人才梯队现状分析....13
3.1 中盛公司简介 ......13
3.2 中盛公司人才梯队现状分析 .......13
3.2.1 中盛公司总体人员现状 ..........13
3.2.2 中盛公司人力资源管理现状 SWOT 分析 ......16
3.2.3 中盛公司人才梯队建设现状 ..17
3.3 中盛公司人才梯队建设存在的主要问题与成因 ..22
3.3.1 决策层对人才梯队建设的重要性认识不足 ...22
3.3.2 高层次人才储备不足 22华北电力大学硕士学位论文
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3.3.3 人才队伍结构不合理 23
3.3.4 缺乏对梯队序列的科学规划 .24
3.3.5 后备人才职业发展通道不完善 ..........24
第 4 章 中盛公司人才梯队建设的对策与措施.25
4.1 中盛公司人才梯队建设的总体思路 .........25
4.1.1 战略目标 ........25
4.1.2 实施原则 ........25
4.1.3 实施构想 .........
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