Research On Human Resource Programming Of China Yangtze Power Co., Ltd

The fact that the efficient human resource programming can promote the competitive advantage of the organization has been proved by a number of research results. How to draw the human resource programming well, how to carry on the human resource competitive stratagems and keep the manpower competitive advantage had become the most important problem to the companies'sustainable development and all of which have become the focus for enterprises. This thesis studies the human resource programming of China Yangtze Power Co.,Ltd to construct a good base for scientific human resource management system ,improve the competence of the enterprises, and provide the reference to other state-owned enterprises in drawing human resource programming.From the human resource management practice of China Yangtze Power Co.,Ltd, based on human resource programming and human resource management theory, using questionnaires and field survey finding out a lot of first-hand materials, applying many human resource demanding and supplying method, and adopting the methods of qualitative analysis combining with quantitative research, and standardizing research combining with positive research, this thesis studies the human resource programming of China Yangtze Power Co.,Ltd.The thesis contains of six sections. The first section introduces background for selecting subjects, study meaning and general frame. The second section expatiates the theory and means of human resource programming. The third section analyzes the current conditions of human resources of the enterprises, including education structure,age structure,specialty structure and rank structure, based on which this thesis points out the lack of human resource development strategy, the faultiness in human resource management function, the absence of human resource programming, the faultiness in the employees'career developing channel, ignoring the training of employees and cultivation of manpower, and problems in performance management system and compensation pay level system have been the obstacle which hinder the further development of enterprises. The fourth section predicts the demand and supply of human resources in the future, analyzes the integrated balance instance. The fifth section studies the human resource programming, analyzing the recruitment system, cultivation system of key job employee in support, performance management system, and compensation pay level and motivation system, to bring the human resource programming into effect. The last section is a summary.