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随着劳务派遣用工管理的日趋规范,以及国家电网公司全口径用工管控的日益严格,对各地供电公司人力资源工作提出了新的挑战。在企业规模不断发展壮大,职工总量连续多年负增长的情况下,人力资源面临的核心问题已从“总量大”、“风险高”转变成“配置不均衡”、“超缺员并存”。因此,迫切需要改变传统体制下的人力资源配置模式,建设供电公司内部人力资源市场,通过政策的导向作用和资源配置的杠杆作用,引导员工向主营业务
With the increasingly stringent norms of labor dispatching and labor management, as well as the increasingly strict control of employment by State Grid Corporation of China, new challenges have been posed to the human resources work of power supply companies in all regions. With the continuous development of the enterprise scale and the negative growth in the total number of employees for many years in a row, the core problems faced by human resources have shifted from the “big volume” and the “high risk” to the “unequal distribution” “Super shortage of coexistence”. Therefore, there is an urgent need to change the mode of human resource allocation under the traditional system and to build a human resources market within the power supply company. Through the policy-oriented role and the leverage of resource allocation, we should guide employees to the main business