电力在社会、经济发展中扮演着重要的角色。县级供电公司作为电力系统运 营的基层主体，肩负着确保电网系统安全运行的重要任务，承担着维护社 会用电 秩序的重要使命。在改革以及社会经济发展的新形势下，居于重要环节的县级供 电公司，其人力资源管理也应当进行相应的变革，以适应改革发展的需要。X供 电公司具 有大部分县级供电公司的典型特征，以其为人力资源优化配置的研究对 象，得出的结论不仅仅可以指导该公司的人力资源体系升级，还为县级供电公司 提供了借鉴方案。 本文基 于人力资源优化配置的框架，以个人胜任力配置理论等理论为基础， 对X供电公司的人力资源现状进行系统的分析，发现该公司存在定员不足、员 工老龄化严重、人员素质结构不 合理、人岗不匹配、人员流动缺乏合理途径等问 题。造成问题的原因既有外部的，也有内部的；既有历史的也有现实的；既有客 观的，也有主观的。这些原因包括内部对人力资 源管理与优化配置认识不足、缺 乏长期的人力资源规划、缺乏市场化资源配置运行机制、岗位测评不到位、后期 培训与开发不足、缺乏科学规范的绩效考评机制等等。 面对这些 问题，本文基于先进标杆企业的实践经验与国内外最新的理论研 究，结合X供电公司的实际情况提出了相应的人力资源优化配置方案：一是提 高人力资源管理的专业化，二是搭建 内部人力资源市场供需平台；三是建立科学 规范的岗位招聘机制；四是加强人力资源供需预测；五是完善岗位分析；六是优 化绩效考评体系；七是加强职业发展通道建设。期望 这些政策措施能为X供电 公司的长远人力资源规划与发展提供理论依据与指导方向。 关键词：X供电公司；人力资源优化配置；人力资源规划；人岗匹配；素质结构 II Abstract Electricpowerplaysanimportantroleinthedevelopmentofsocietyand economy.County-levelpowersupplycompanyasthemainbodyofpowersystem operation,shouldertheimportanttaskofensuringthesafeoperationofpowergrid system,andundertaketheimportantmissionofmaintainingthesocialelectricityorder. Underthenewsituationofreformandsocialeconomicdevelopment,thehuman resourcemanagementofcounty-levelpowersupplycompanywithimportantlinks shouldalsobereformedtomeettheneedsofreformanddevelopment. XpowerSupplyCompanyhasthetypicalcharacteristicsofmostcounty-level powersupplycompanies,withitshumanresourcesoptimizationallocationofresearch objects,theconclusioncannotonlyguidethecompany'shumanresourcessystem upgrade,butalsoforcounty-levelpowersupplycompaniestoprovideareference program.Basedontheframeworkofhumanresourceoptimizationallocationandthe theoryofpersonalcompetencyallocationtheory,thispaperanalyzesthecurrent situationofhumanresourcesinX-Powersupplycompany,andfindsthatthecompany hasproblemssuchasinsufficientcapacity,seriousagingofstaff,unreasonable structureofpersonnelquality,nomatchingofpeople'spost,andlackofreasonable wayofpersonnelflow.Thecauseoftheproblemisbothexternalandinternal,both historicalandrealistic,bothobjectiveandsubjective. Thesereasonsincludeinsufficientunderstandingofhumanresources managementandoptimization,lackoflong-termhumanresourcesplanning,lackof market- orientedresourceallocationoperationmechanism,inadequatepostevaluation, insufficienttraininganddevelopment,lackofscientificandnormativeperformance evaluationmechanismandsoon.Inthefaceoftheseproblems,basedonthepractical experienceofadvancedbenchmarkingenterprisesandthelatesttheoreticalresearchat homeandabroad,combinedwiththeactualsituationofX-powersupplycompany, thispaperputsforwardthecorrespondingoptimalallocationofhumanresources:first, toimprovethespecializationofhumanresourcemanagement,andtobuildinternal humanresourcemarketsupplyanddemandplatform;Thirdly,weshouldstrengthen theforecastofhumanresourcesupplyanddemand;Fiveistoimprovethejob analysis,sixistooptimizetheperformanceevaluationsystem,sevenistostrengthen careerdevelopmentchannelconstruction. III Itisexpectedthatthesepolicymeasureswillprovidetheoreticalbasisand directionforthelong- termhumanresourceplanninganddevelopmentofX-Power company. KeyWords ：xpowersupplyCompany;humanresourcesoptimizationallocation;human resourceplanning;humanpostmatching;Qualitystructure IV 目录 摘 要.................................................................................................................................I Abstract ........................................................................................................................II 第 1 章绪 论..................................................................................................................1 1.1研究背景与意 义..............................................................................................1 1.1.1研究背 景...............................................................................................1 1.1.2研究意 义...............................................................................................2 1.2研究内容与方 法..............................................................................................3 1.2.1研究内 容...............................................................................................3 1.2.2研究方 法...............................................................................................3 1.3研究综 述..........................................................................................................4 1.3.1国外研究现 状.......................................................................................4 1.3.2国内研究现 状.......................................................................................5 1.3.3文献研究小 结.......................................................................................6 1.4文章的创新与不 足..........................................................................................7 1.4.1主要创新 点...........................................................................................7 1.4.2不足与展 望...........................................................................................7 第 2 章理论综 述..........................................................................................................9 2.1人力资源优化配 置..........................................................................................9 2.1.1人力资源配置的内 涵...........................................................................9 2.1.2人力资源优化配置的形 式.................................................................10 2.1.3人力资源优化配置原 则.....................................................................11 2.2人力资源优化配置的相关理论基 础............................................................12 2.2.1基于个人胜任力配置理 论.................................................................12 2.2.2人员配置的轮岗机 制.........................................................................12 2.2.3人力资源三支柱模 型.........................................................................12 第 3 章 X 供电公司人力资源配置现状分 析............................................................14 3.1公司概 况........................................................................................................14 3.1.1公司简 介.............................................................................................14 3.1.2人力资源配置现 状.............................................................................16 3.2问卷调查的开展及统计分 析........................................................................18 3.3X供电公司人力资源配置存在的问 题.........................................................19 3.3.1定员不 足.............................................................................................20 V 3.3.2员工老龄化严 重.................................................................................21 3.3.3人员素质结构不合 理.........................................................................21 3.3.4结构性缺 员.........................................................................................22 3.3.5人岗不匹 配.........................................................................................22 3.3.6岗位效能 低.........................................................................................23 3.3.7人员流动