CNOOC Information Technology Co., Ltd Human Resource Management Problems And Countermeasure Research

The human resources management, a professional discipline, since it be rose,implemented and applied in companies and institution unit, the importance and long-termvalue of it has been publicly recognized. Actual application of this discipline is not originalfrom state-owned enterprises, but it is private and foreign-funded enterprises firstly begin thechange and application of it, with the avant-garde talent and efficiency concepts. To adapt tomarket needs, State-owned enterprises accelerate the pace of personnel management reform,but due to traditional factors as well as halfway regime change, state-owned human resourcemanagement has not fully come to the situation of contemporary human resourcemanagement and development. Although parts of the state-owned enterprises have realizedthat the human resource management mastered the enterprise’s survival of the overallsituation, but they just had slight changes in form, the substantive aspects such asorganizational and personnel, employment and payment system, basically continued using thetraditional management methods. According to the new horn of COIT comprehensiveacceleration in manage development and reform process, the purport of this article is how tobuild a long-term human resources management system which effective in continuepromoting for escorting the company’s “second across”.The thesis arranges COIT present condition of human resources management,emphatically focusing on four links, the recruiting, training, using and gathering talents.Easy to find the COIT Recruitment operations is not standard, the Supervision not adequate.There are Strange problems on construction of talents as follow, focusing on the diploma,using, technology and praising, ignoring the quality, training, management, and supervision.Be bound by the institution of state-owned enterprises, the company failed to provideadequate stage and broad developing space to staffs, resulting in the high rate loss oflow-level personnel, especial the young professionals, then influence the harmony and stableof staff team,to the company’s future development uncertainties.We investigate the ‘urgent problem’ raised by COIT with the aspect of human resourcemanagement with orientation of scientific and rational mechanism with some suggestions pro vided: First, the demand from the firm regarding to human resource management should be clarified with good strategy and planning settled; Second, such strategy and planning should fully reflected firm’s comparative advantage in petro industry, and meet the market discipline; Third, firm culture that is based on the care of human beings, particularly our staffs, should beestablished, with good respect to the petro industry and full respect to human rationales; Four,a universal human resource management system should be established with the requirementof being integrated and high-efficient, with the combination of improvement on evaluation system; Five, the core competitive advantage of our firm should never be overlooked, with boosts on performance; Sixth, for staffs, good position that would both reflect their value of professional training and their demand of future career development would be designed, with the rules for praising and punishment accompanied.Ultimately, I hope those above Countermeasures on human resources managementreform draw lessons for state-owned enterprises, thereby improve the labor productionefficiency, and enhance the core competitiveness of enterprises.