Research Of Human Resource In Tianjin Pipe Corporation

The 21st century is a new era of knowledge economy. As the creator and exerciser of knowledge, humankind is the most active factor in the productivity, therefore, human resource management has been gradually granted important as the central content of modern enterprise management. Nowadays, followed 20 years of reform, our country has established the frame of socialistic market economy system, nevertheless, the personnel system reform of state-owned enterprise has drop behind greatly which can not accord to the standards of market economy. The symbol as to the following: the illegibility of the strategic goals to the enterprise, un-perfection of organization; singleness of employment system, un- distinctness of the basic function of which the market as to the allocation of human resource; not definite for the business flow as well as the post duty, employee number control; salary forming system could not exert the intended incentive function for it's neither competitive to outside nor fair to inside; the existing formalistic performance examining system couldn't estimate the achievement of employee reasonably; the staff training, disjointed the human resources management have become the welfare to the employees and missed its purpose to train and develop the human capability. Therefore, it's definitely necessary that traditional personnel management system shall transform to the new system to adapt to market economy through entirely and thoroughly reform as well as changing the situation that this old system behind the deeper reform endeavor to the state-owned factory.This text based on a sample of Tianjin Pipe Group Corporation. It investigates the human resources of Pipe Group Company through the incident interviews and questionnaire survey, and studies the questions that exist in it by applying of the comparative research and qualitative and quantitative methods. Then, the text puts forward measures for improvement, which to some extent improve the management level, and enhance the competitiveness of enterprises.This text research contents and the research results are following these: building up the corporate culture of the steel pipe company, researching the principle of the organization constitution, and carrying on a design to the organization of the steel pipe company, especially putting forward to make two still mills merger three rolling tube factories to be a new company; designing post based on the strategic development and business process; market-oriented employment mechanism; reforming the traditional pay system, and establishing a new system that one post has different pays, and pay changes with post changes; establishing a performance appraisal system to realize a quantitative evaluation and fair assessment; built up the growth mechanism of three troops of person with ability.