Study On The Countermeasures Of Human Resource Management In Coal Mine Enterprises

From the point of view of the coal industry development background, through developing and applying the implementation of large groups, science and education coal, clean coal technology and adjust the policies of the diversity of the four strategic restructuring as well as promoting the healthy development of the coal industry,which put forward higher demand to the coal industry. From the industry perspective, the coal industry’s entry and exit barriers are high, human resources are not universal, natural flow is difficult to solve the problem,whose industry, speciality are strong and closure big. And with the establishment of the market economy, the majority of coal-related institutions are weaked or professional staff unsustainable are abolished.,which make personnel difficult to continue.In addition, most underground coal enterprises and auxiliary staff are recruited from remote rural who are farmers, their quality of overall human resources is low. From the actual situation, due to the long-term plan with institutional constraints and stigma, the relationship between input and output has imbalance, in China transition to a market economy, the concept of a slower transition from a planned economy, and because of the remoteness of coal enterprises, away urban, economic and cultural environment are poor; the same time, the social status of the coal industry and coal miners are very low, resulting in a coal enterprises attraction of talent is small, even serious brain drain.In this paper, in view of our coal mine enterprises in human resources management problem, for example, the overall quality of staff is low, the job requirements and knowledge skills do not match, the salary is not competitive leads to high quality talent,and employees’ performance such as low loss, explore its causes from the policy system and enterprise two aspects. On the one hand, the reform of industry management system is not smooth, resulting in enterprises’short-term development goals strongly, for human resources management attention and investment shortage; on the other hand, the mine itself in the management of the reality also caused the enterprise human resources management cannot delimit and long-term cultivation of rules, and then lead to all sorts of human resource issues. In view of this situation, this paper attempts to 4P management model as a guide, respectively, from the human resources planning, salary incentive mechanism construction, human resources training, the construction of enterprise culture and other aspects of the corresponding countermeasures and suggestions, and provide some reference to the coal mine in the human resource management can. At the same time, the paper by Chen four floor coal mine as a case, in-depth analysis on the reform of human resources management in some of the successful practices, such as the construction of "123456" learning type organization, the implementation of reserve personnel training plan, strengthen performance management under market economy. These measures for the normal and stable operation of coal mine four Chen Lou played a good role, can also provide the fact reference for other coal mine.Through the studies of Chensilou mine, we are trying to summarize the common problems of coal enterprise human resource management, and trying to put up a universal solution to compliant the whole industry, thus promoting the development of the industry. However, due to my limited academic level and ability, there are still some limitations and one-sidedness leaved, the problem will need to be further gone into and imploved.How to build a business talent Heights, the effective use of enterprise talent and developed become a major problem that enterprises are facing. Therefore, this paper questions for research purposes in order to analyze the status quo of human resources management from the start of coal enterprises, analysis of coal enterprise human resource management problems, and put forward some countermeasures.In addition, I combined the effective measures of Chensilou mine that they build a learning organization highly qualified reserve personnel training and performance management in a number of beneficial practices,.And provided some useful suggestions for other similar types of corporate human resources management.