油气企业岗位管理模式构建——以中国石油西南油气田公司为例

Constructing post management mode for China's oil and gas enterprises:An example from PetroChina Southwest Oil&Gasfield Company

鉴于岗位管理模式提升对油气企业发展改革的重要作用,以中国石油西南油气田公司为例,研究分析了当前油气企业岗位管理存在的主要问题,与油气企业发展战略相结合,考虑内外部环境,对构建油气企业岗位管理模式进行了探讨。研究结果表明:①油气企业岗位管理中主要存在岗位管理模式与企业发展战略目标不匹配的问题,影响了企业人力资源效率,具体操作中表现为岗薪不匹配、干学不匹配、人岗不匹配等主要问题;②提出3个“一体化”(以宽幅岗位管理为基础的“岗位薪酬一体化”、以人的考准考实为核心的“培养考评一体化”、以人岗匹配为目标的“选拔选用一体化”)建设的油气企业岗位管理模式构建思路;③提出构建油气企业岗位管理模式的具体方法,包括采用科学的岗位评估方法,建立岗位薪酬一体化与培养考评一体化之间的紧密耦合关系,构建面向全员全职业生涯培养体系、以员工绩效与能力为核心的综合考评体系等。

In view that upgrading post management mode plays an important role in development and reform of China's oil and gas enterprises,this study investigated and analyzed the current main problems in the post management of oil and gas enterprises by taking PetroChina Southwest Oil&Gasfield Company as an example.Then,constructing this post management mode was discussed based on some development strategies of oil and gas enterprises,and combined with internal and external environments.Results show that(1)the main problem existing in post management is the mismatch between this mode and enterprise's development strategic target,which may affect human resource efficiency and is presented as post-salary mismatch,work-study mismatch,and personnel-post mismatch in practical operations;(2)one idea to construct the post management mode based on three"integrations"(the"post-salary integration"based on wide post management,the"training-evaluation integration"with personal performance evaluation as the core,and the"selection-employment inte gration"with personnel-post match as the target)is proposed;and(3)a few specific ways to mode construction include adopting a method of scientific post evaluation,establishing a close coupling relationship between post-salary integration and training-evaluation integration,and constructing one whole-career-cycle training system for all employees and another comprehensive evaluation system with performance and ability as the core.