Research On The Problem Diagnosis And Management Countermeasures Of Talent Team Construction In ZM71 Company

In recent years,the global economic recession,especially the OUTBREAK of COVID-19,has intensified the uncertainty of global economic development.The severe economic situation has made the survival and development space of coal and construction industry more limited,and the overall survival and development state of the industry is not good.At this stage,relying on the development of coal mining enterprises mining construction enterprises still occupy a place of development in the development of the coal industry,the development is more not optimistic.Under the current situation that all kinds of enterprises are seeking transformation and upgrading for development,the construction and training of talent team become the fundamental driving force to promote the development of enterprises,while the continuous adjustment of the construction industry structure and the reform of the three systems of state-owned enterprises put forward new requirements for the construction and training of talent team.ZM71 company is a state-owned mine construction enterprise.In recent years,while maintaining the leading position in the field of well construction in China,the enterprise strives to promote the adjustment and transformation and upgrading of construction structure,forming two major markets at home and abroad,well construction,mining,mechanical and electrical installation and civil construction of the four major sectors go hand in hand in diversified development pattern.But at the same time,the enterprise is faced with many problems,such as insufficient number of talent team,serious brain drain,unreasonable talent structure,imperfect training mechanism,unsatisfactory performance assessment and so on.The inadequate construction of talent team has seriously affected the current enterprise development.Based on the management status quo of talent team construction of ZM71 Company,this thesis diagnoses the existing problems of talent team construction through investigation and analysis,explores the causes and appeals,and puts forward corresponding management countermeasures.First of all,from the current basic situation of ZM71 company and human resource management status quo,expounds the problems and symptoms of talent team construction.Secondly,based on the literature research and theoretical basis,follow the questionnaire design and survey purpose,effectiveness and practicability of the three principle,put forward the questionnaire design of five dimensions,namely pay incentives,training,promotion,performance appraisal,and enterprise atmosphere,it divided into 15 secondary factors,questionnaire design become ZM71 company talent team construction.After collected297 copies of survey questionnaire,the data statistical analysis,mainly on the five dimensions of descriptive statistical analysis,and in view of the metre above management personnel,professional and technical personnel and operational skills personnel three different kinds of jobs respectively for each dimension and the secondary influence factors of descriptive statistical analysis.The results of statistical analysis show that for the incentive policies of current human resource management of ZM71 company,on the one hand,the employees of ZM71 company are most concerned about and consider the most important in order of salary incentive,job promotion,training methods and performance appraisal,and finally the enterprise atmosphere;On the other hand,ZM71 employees’ overall satisfaction with the current incentive policies of ZM71 company is not high.In terms of individual satisfaction,the ranking is enterprise atmosphere,performance assessment,job promotion,training methods and salary incentive.Each dimension is divided into three core teams of management personnel,professional and technical personnel and operational personnel.The performance is that management personnel have the lowest satisfaction with job promotion and performance appraisal,while professional and technical personnel have the lowest satisfaction with training methods and job promotion.Technical personnel are the least satisfied with salary incentive and training methods.According to the descriptive statistical analysis of various dimensions of human resource management,combined with the development status of ZM71 Company,it is found that the performance appraisal system of the company’s management team construction is not perfect,and grass-roots management cadres and company leaders are very dissatisfied.The recruitment of professional and technical personnel is difficult and the loss is serious,the effect of talent training is not good,the training plan and program are not systematic and clear,the talent career development channel is narrow,resulting in the company’s talent echelon structure is not reasonable;Due to the attributes and characteristics of the industry,the salary level has no competitive advantage,and its incentive has not been brought into full play.The reasonableness and precision of the incentive are insufficient,and the salary is not fair,and the incentive effect for skilled workers is particularly poor.Based on the investigation,analysis and diagnosis of ZM71 company’s talent team management problems,combined with the current situation of industry development and ZM71 company’s development environment,actual situation and strategic goals,this thesis puts forward countermeasures and suggestions for the construction of the overall talent team to formulate scientific human resource development plan and establish enterprise culture conducive to creating an incentive environment.Again,respectively,for management personnel,professional and technical personnel and operation skill personnel three core team construction,from establishing and perfecting the corresponding career development channels,establish and improve the evaluation system of performance appraisal,broaden the recruitment channels,control the brain drain,establish and improve the personnel training system,establish and improve the salary incentive system and building their own brands from seven aspects,such as core construction team The improvement countermeasures are put forward.There are 8 figures,26 tables and 83 references in this thesis.