The Research On Personnel Mobility Mechanism Within A State-owned Enterprise

With the establishment of modern enterprise management system, state-owned enterprises have obtained the scale of expansion of dual development on external economic environment and internal talent of enterprise. State-owned enterprises have currently become the most ideal career direction for most people. But subsequently two core issues of human resource management of state-owned enterprises appear namely employees and job matching issue, and employees’development issue, which have recently influenced the core competitiveness of state-owned enterprises and the future strategic planning.Nowadays, the two core issues has universally existed in the human resource management of part of state-owned enterprises, mainly bloated subordinate business units and departments of state-owned enterprises, uneven busy among staff and uneven distribution of talent within business units, talent idle or so called ’a great talent gone to waste’due to talent-intensive in individual units or departments, enterprise position changeless and monopoly on the important position, narrow career path for young employees, unreasonable proportion of hierarchical structure of managers, difficulties in finding and training senior management talents in enterprise, much lack of inter-disciplinary talents, etc.The argumentation of this thesis that to solve the two core issues of current situation of human resource in A state-owned enterprise by means of building and implementing systematic personnel mobility mechanism within the enterprise is put forward upon the problems on the current situation of human resource in A state-owned enterprise and the systematic analysis on causing the problems combined with relevant theory. Its effect and significance are embodied in the following aspects.Firstly, human resource of A state-owned enterprise can be optimally allocated in a dynamic environment and maximize performance incentive effect to enhance production efficiency with reasonable allocation-oriented of resources.Secondly, development strategy of state-owned enterprise is combined with career planning of individual employee by the means of personnel mobility mechanism within the enterprise to accomplish talent echelon formation and talent reserve system horizontally and vertically in each class and position within enterprise, accomplish the function of talent training and dispatching to the enterprise overall and each unit.Last but not least, the systematic development of personnel mobility mechanism within A state-owned enterprise creates its enterprise culture with own features and builds a healthy corporate image.The construction of personnel mobility mechanism within A state-owned enterprise starts with system management and flow control. A construction program of systematic personnel mobility mechanism within enterprise consists of four aspects of mechanism including employee communication mechanism, promotion mechanism, management trainees reserve mechanism and employee demotion management.This thesis is based upon the situation of the practical problems on the human resource of A state-owned enterprise currently. By means of building and implementing the systematic program of personnel mobility mechanism within A state-owned enterprise as main body and center, it is systematically supported by other relevant tools of human resource as a whole which comprise the premise of the program construction, auxiliary work synchronously and subsequently relevant human resource supporting tools, etc. The thesis helps the theory of subject systematically integrated with practical conditions of A state-owned enterprise currently.This thesis,"The research on personnel mobility mechanism within A state-owned enterprise", is of great practical significance to solve the problems on current situation of human resource for A state-owned enterprise, and is of great instructive significance to programme strategic development for human resource management of enterprises in the future.More importantly in this thesis, the systematic construction of personnel mobility mechanism within A state-owned enterprise makes new requests that the human resource management is integrated with enterprise strategy and turn it to profit center from cost center. The role of human resource manager is redefined which is qualified with decision function of management-forward.