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核心业务岗位员工专业素质要求非常高,然而新的员工成长为核心业务岗位人员需相当长的周期,新员工尚未成长起来,年纪大的员工又必须退居二线,造成了县供电企业核心业务岗位人员青黄不接,导致核心业务岗位需求量远远大于实际缺员量。县供电企业要发展,必须把人力资源储备作为现实战略来抓,强化科学分析预测,加强人才需求的总量预测和结构分析,科学制定人员进入、配置计划,实现人才资源动态平衡,实现员工队伍和各类人才有计划、按比例协调发展,为企业发展提供坚实的人才保障和智力支持。
The core business post staff professional quality requirements are very high, but the new staff growth for the core business staff takes a long period of time, new employees have not yet grown up, older staff and must be relegated to second-line, resulting in the county power supply core business positions The lack of staff, leading to demand for core business posts is far greater than the actual lack of staff. County power supply enterprises to develop, we must take human resources reserve as a realistic strategy to grasp, strengthen scientific analysis and forecasting, to strengthen the total demand forecast and structural analysis of personnel needs, scientific development of personnel to enter, configure the plan to achieve dynamic balance of human resources and achieve the workforce And various types of personnel are planned, coordinated development in proportion to provide a solid business development personnel support and intellectual support.