Study On The State-owned Enterprise Human Resources Training In China

State-owned enterprise human resources training in China is a inherentdemand that suit economic globalization, improve management level,strengthen competitiveness, and an important condition that guarantee thedomestic economic prosperity and social stability too. The paper started withthe theory of state-owned enterprise human resources training, and discussedthe historical development of our state-owned enterprise, extant problems andthe reasons; put forward the countermeasure on how to perfect thestate-owned enterprise human resources training, in the hope of promotingthe human resources training of our state-owned enterprise. The paperconsists three parts.Part one, Summary of our state-owned enterprise human resourcestrainingThe paper explained the concept and characteristic of the state-ownedenterprise at first. State-owned enterprise on modern meaning is that all theenterprise property right belongs to country or country has enough shares tocontrol enterprise. The characteristics of the state-owned enterprise aremainly as follows: all of capital or parts of it are input by national, all or themain share belongs to country; government manages on the macroscopicaspect; Have certain political and social function; there are close connectionswith the government departments.Secondly, the paper explained the intension and theoretical foundationof the state-owned enterprise human resources training. The state-ownedenterprise human resources training refers that in order to improve staff'sideological and ethical standards, professional ability and workingperformance, the state-owned enterprise, according to the regulations ofrelevant laws and regulations, rely on various kinds of training resources, usecertain means, take the effective measure to carry on life-long education andtraining activities in a planned way. The theoretical foundation of it includesthe human capital theory and people's overall development of Marxism.Analyzed the important meaning in which the state-owned enterprisehuman resources training finally: 1, the inherent demand that build thewell-off society in an all-round way to promote people's overall development;2, the urgent need that meet to economic globalization development; 3,important condition that guarantee the domestic economic prosperity andsocial stability; 4, the effective way that improve the management level ofstate-owned enterprise and strengthen the competitiveness Part two, Historical development, extant question and the reasons ofour state-owned enterprise human resources training First of all, author has combed the historical development of ourstate-owned enterprise human resources training. The human resourcestraining possessed embryonic form in its early development after setting upcountry, felt into the staying state during "the Cultural Revolution", got newdevelopment after the Third Plenary Session of the 11th Party CentralCommittee, and moved towards institutionalized and standardized after"labor law "issued in 1994. Secondly, the paper has probed into many extant problems of ourstate-owned enterprise human resources training. Mainly As follows: Firstly,the system is not enough perfect, for lack of normal and reasonable trainingplan , long result training system , sound training assess system , powerfultraining incentive system. Secondly, the input of resources is relativelyinsufficient. From the aspect on inputting and using, compare with the othertypes enterprises, the input of state-owned enterprise is the lowest on training;According to training organization, such respects as the training organization ,teachers' strength , training method and equipment lag behind relatively.Thirdly, the actual effect of training remains to improve, showing as follows:the coverage rate of staffs training is low and the cycle is long; the trainingmethod is single and the content lacks practicability; training lacks the staff'sinitiative participation. Finally, the paper analyzed the cause of the extant problems of thestate-owned enterprise human resources training. Firstly, there is insufficientknowing on importance of training, showing as that the importance oftraining which is understudied by managing administration and individual isinsufficient. Secondly, the legal system condition is still incomplete, showingas follows: some relevant regulations clauses are comparatively rough; A lotof new situation, new problems and new contradictions can't find the legalbasis, so that appeared the no-man's-land of law; parts of the regulation isincompletely; punishment on violating the training regulation is not enough.Thirdly, the human resources training is limited by the reform process ofstate-owned enterprise. At present, there are a lot of problems in thestate-owned enterprise reform: The property right is not so clear that it isdifficult to excite enterprise administrators' competition consciousness andbenefit idea; government and enterprise can not divide clearly, which causethe enterprises is limited by government, lacking right to run their ownbusiness. Part three, Countermeasure research on perfecting our state-ownedenterprise human resources training First of all, to establish the training idea that"people first". Establishstaff's subject status in training; Expand and improve the staff's participation;Insist on promoting staff above the other things all the time. Secondly, strengthen the legal construction and promote the system tochange. At first, the human resources training in the state-owned enterpriseneed effective guarantee to support system in a legal road. Secondly, promotethe system of state-owned enterprise to change: perfect the modern enterprisesystem further; set up training ensure system in progressively. Thirdly, perfect the training system. At first, perfect training implementsystem, including that: Set up effective training demand and analyze system,scientific training decision-making system, perfect training preparing system,rational training execution system. Secondly, perfect training the system ofassessing, including mainly: clear assess project, make assess standard;guarantee assess to go on objectively, justly, fairly and openly; Combineinstant assess with long following assess. Thirdly, perfect the trainingincentive system, it can set about from two respects: link training with staffexamination ,posts and salary. Regard training as a kind of encouragementmeans. Fourthly, perfect training risk system: it should guarantee the traineehas enthusiasm to participate training, and make them possess the basic...