| The PetroChina Company Limited and Zhejiang Holley group plan to invest morethan3billion in500kt/a fuel ethanol project in Zhoushan city, and commissioned the JilinPetrochemical Company to do the preparatory work., This paper does a newly establishedhumen resource basic frame management system design of Zhejiang fuel ethanol company.This paper takes the feasibility study of company’s organization, training system，performance appraisal and remuneration system management by using the advanced humanresources management theories and methods, puts forward a strong feasible solutions suitablefor newly established joint venture’s human resource management system.The establishment of a scientific and rational organizational structure and job evaluationsystem is the prerequisite to ensure the smooth construction of the project. With completelygrasped the organizational structure and post settings of same industry and localrepresentative company by using the way of interviews, questionnaires and site inspectionand combined with the actual situation of the project as well as according to organizationdesign principles, the author puts forward to a general idea of organizational structure.According to the target function tree system’s analysis model, the author plans to set14secondary units and departments. Based on the clearly organizational structure of thecompany, the Point-factor Method is used to measure and compare the contribution valuebetween different positions within the company and to organized the post assessment anddefine the post sequence levelThe establishment of training system which can meet the different needs of the projectconstruction is the guarantee method to make sound and smooth project progress. ZhejiangCompany recruited thousands of workers.The vast majority of them are the new employees. Theywill face the new technology, new equipment and so on. It is an arduous task to make them to bequalified staff who can satisfies site construction and commissioning work during the project construction period. To achieve this, the author first proceeded with personnel situation analysis tomake the training work more target-oriented. Secondly, the author does the careful analysis ofproblems will be exist during the project construction and commissioning period to make thetraining work more pertinent. In order to make the training systematized, enable the staff to obtainjob skills as soon as possible, familiar with the working environment and integrate into thecompany culture, the content of training is emphasized in training specification. The flexibletraining forms are selected for training.The feedback and evaluation system of trainingeffectiveness will be established and improved. Meanwhile, the new staff training processmanagement need to be strengthened and the practical effect need to be improved.The establishment of industry-leading remuneration system is the basis of sound andsmooth project progress. With reference to relevant enterprises compensation system, theauthor carried out comparative analysis of remuneration situation of the preparatory group.The author puts forward the overall ideas that the company’s overall salary level willreference to COSCO Zhoushan shipyard and slightly higher than the Jilin Fuel Ethanol’sexisting salary level on the premise that the interests of all shareholders is a guaranteed andwage costs is lower than average level of the industry.The general idea will insist on theremuneration system design philosophy. A more reasonable salary level is established whichlaid a good foundation for recruitment through the method of position analysis and setting abroadband type salary structureThe establishment of pragmatic effective performance appraisal system is the basis ofsmooth project construction. The performance appraisal will be carried out insisted on theperformance assessment design principle and with the comparative analysis of the performanceappraisal system’s operation situation in Jilin Petrochemical Company and Jilin Fuel EthanolCompany and combined with the actual situation that the Zhejiang company is in its initial stage,has a comparative advantage in the selection of key indicators and in specific implementation ofthe balanced scorecard owing to less staff, fewer job. This assessment adopted the balancedscorecard performance assessment method which has been widely applied to modern enterpriseand provides the basis for the bonuses, staff promotion, staff training and others.In this article, the author carries out a feasibility study on key work practices of human resource management, builds the base of the HR management in the new company, whichwill be registered as Zhejiang fuel ethanol company. During the research, the author used theadvanced methods and theories such as questionnaire investigation, interview-style research,related literature research and case studies, point rating method, broad band type salarystructure and balanced scorecard method and etc. |
