在当今经济形势下，受到贸易争端的影响，各国制造业竞争愈演愈烈，我国也已 将加强制造业人才队伍建设提升到战略高度。A 压缩机公司是一家在国内压缩机行业 处于领先地位的制造企业，拥有六十多年研发、生产、销售压缩机的历史，在专用市 场上已形成稳定的用户群。目前该公司正处于“第三次创业”阶段，力求打造企业发 展需要的人力资源体系，并制定了一套人力资源管理程序，其中人才梯队建设管理办 法还在完善中。 本文从 A 压缩机公司人力资源现状出发，依据相关理论，运用问卷调查法和访 谈法研究分析 A 压缩机公司人才梯队建设的现状和效果评价，从而找到 A 压缩机公 司人才梯队建设的主要问题是与公司战略匹配有差距、适用人员范围有限、缺少人才 梯队资源池的构建、缺乏有效的人才识别、梯队人才培养未形成体系和缺少有效的保 障机制六个方面。 为了完善 A 压缩机公司人才梯队建设，提升 A 压缩机公司的整体人力资源工作 水平，实现企业发展战略，本文以问题为导向，针对性提出了以实施战略人才规划、 构建关键岗位胜任力模型、完善人才梯队资源池建设、优化人才梯队培养方案为核心 的人才梯队建设优化策略。此外，本文通过对 A 压缩机公司人才梯队建设的研究， 也为同规模压缩机制造企业解决相关问题提供了参考价值。 关键词：人才梯队建设；人才战略；人力资源A 压缩机公司人才梯队建设研究 I ABSTRACT In today's economic situation, due to the influence of trade disputes, the manufacturing industry competition in various countries is becoming more and more fierce. China has also promoted the construction of manufacturing talents to a strategic height. A Compressor Company is a leading manufacturing enterprise in the domestic compressor industry with more than 60 years of history of R & D, production and sales of compressors, and has formed a stable user group in the special market. At present, the company is in the "The Third Venture" stage, striving to create the human resource system needed by enterprise development, and has formulated a set of human resource management procedures, in which the talent echelon construction management method is still being improved. Based on the current situation of human resources of A Compressor Company, based on relevant theories, this paper studies and analyzes the current situation and effect evaluation of talent echelon construction of A Compressor Company by means of questionnaire and interview, so as to find that the main problems of talent echelon construction of A Compressor Company are the gap with the company's strategy, the limited range of applicable personnel, the lack of talent echelon resource pool construction, the lack of effective talent identification, the formation of echelon talent training system and the lack of effective guarantee mechanism. In order to improve the talent echelon construction of A Compressor Company, improve the overall human resource work level of A Compressor Company, and realize the enterprise development strategy, this paper puts forward the optimization strategy of talent echelon construction with the implementation of strategic talent planning, construction of key post competency model, improvement of talent ladder resource pool construction and optimization of talent echelon training program. In addition, through the research on talent echelon construction of A Compressor Company, this paper also provides reference value for the compressor manufacturing enterprises of the same scale to solve related problems. KEYWORDS: Talent echelon construction; talent strategy; human resourcesA 压缩机公司人才梯队建设研究 1 目 录 第一章 绪论 ··············································································1 第一节 选题背景和意义 ··········································································1 一、选题背景······················································································1 二、研究意义······················································································1 第二节 国内外研究现状 ··········································································2 一、国外研究现状················································································2 二、国内研究现状················································································3 第三节 研究思路和研究方法·····································································4 一、研究思路······················································································4 二、研究方法······················································································5 第二章 相关概念和理论基搐························································6 第一节 人才梯队建设的定义和内涵····························································6 第二节 人才梯队建设相关理论··································································8 一、胜任力及胜任力模型 ·······································································8 二、人才规划理论················································································9 三、人才测评理论··············································································10 第三章 A 压缩机公司人力资源现状··············································10 第一节 A 压缩机公司概况······································································10 一、A 压缩机公司基本情况 ··································································10 二、A 压缩机公司组织结构 ···································································11 第二节 A 压缩机公司人力资源现状分析·····················································11 一、A 压缩机公司人力资源基本情况························································11 二、A 压缩机公司人力资源结构分析·······················································12 第四章 A 压缩机公司人才梯队建设现状和问题·······························15目录 2 第一节 A 压缩机公司人才梯队建设的现状及评价 ········································15 一、A 压缩机公司人才梯队建设运行情况·················································15 二、A 压缩机公司人才梯队建设效果评价·················································18 第二节 A 压缩机公司人才梯队建设的问题分析···········································22 一、与公司战略匹配有差距 ··································································22 二、适用人员