Investigation Report Of Human Resources Management Present Situation Of Daqing Oilfield Newspaper Office

WeChat, weibo mobile client, the traditional newspaper is under the impact of the new media network, the newspaper also constantly adjust positioning, build a high level, business personnel, will become the newspaper industry plays an important role in promoting the sustainable and rapid development. How to through effective human resource management, and make full use of human resources management professional, create a high level of newspaper is the bottleneck of the development of traditional newspapers.Clear selected topic background and the research status at home and abroad is presented in this paper, on the basis of newspaper in daqing oilfield as the research object, in understanding the daqing oilfield newspaper distribution business development situation, the staff structure under the premise of human resource management situation, the investigation and study, the present situation and problems of human resource management by the method of questionnaire and interview method, the newspaper in daqing oil field investigation and analysis of human resource management situation of the survey results are sorting, summary and calculation, induces the daqing oilfield, the newspaper in its human resource management problems, such as only pay attention to news editorial matters related business training, performance appraisal system of single related system is not reasonable, compensation, etc. Then through excellent newspapers at home and abroad for reference, the human resources management experience, from establishing the multi-level training model, optimizing the performance evaluation, establishing reasonable salary system, implementing incentive mechanism and the staff career planning aspects put forward the specific countermeasures on human resource management in daqing oil field newspaper, for the traditional media in the state-owned enterprise human resources management to provide some reference value.