The Research Of Technology Evaluation About The Energy Industry In Hunan Province

In today's global economic integration, enterprise internal human resources management more and more attention as a mechanism for employees leading to the upper channel of internal promotion, human resource is one of the important part, in addition to internal promotion corporate human resources reasonable configuration,but also can play a role to motivate staff. However, with the continuous increase of employees, organizational structure is becoming more complex, to the management of the enterprise is a big change, so the future of flat organizational structure will be a major trend in the development of enterprises, and with the number of employees increased promotion will be a corresponding increase in demand, competition among employees will be more intense, which must be within the enterprise managers to re-build a new internal promotion mechanisms, so as to make people continue to get promoted, to allow business faster and better development.After finishing field surveys and literature, we found that among Chinese enterprises, it was promoted as a single channel mode, prone specialty dislocation,dislocation job situation, while also easily link promoted in the performance of hypothetical situation. Because of its standard-setting process is not standardized,resulting in no strict criteria for promotion and basis. At the same time, in the theoretical part of this paper, through the development of post-pay theory, promoted theoretical model, competency model to be analyzed for the promotion mechanism causes problems, guidance. Indicates that the organization has among the serious human problems, whereby mechanisms for promotion and did not play a greater effect; in terms of the level of the organizational structure, its structure showing a flat development trend, whereby in the promotion process, the space is small, staff in the course of this life is not positive; in terms of level of corporate culture, there are many shortcomings in the incentive promotion process, resulting in the loss of talent;in terms of the "Peter principle" level staff positions in many companies simply can not to adapt to the post, does not have the appropriate skills, resulting in greatly reduced corporate interests; the situation in terms of the level of promotion after the existence of "people post mismatch" breeding extreme waste of resources. The empirical analysis of C Tobacco Company to be detailed argument.In this paper, the use of statistical software for analysis by C City Tobacco corporate management, factors between groups characterized by analysis of the results of the study came up with these people for promotion. The first chapter is theintroduction of this paper introduces the research background, research situation,research methods, the paper frame and possible innovation and insufficient. The second chapter of the theory promotion, including the hierarchy of needs, to post match, the relevant principles of promotion are described. The third chapter select the relevant data from the C Tobacco Company, and the management of the place of origin, ethnicity, age, education, gender and other characteristics were analyzed. The fourth part through the use of analysis software to test the proposed hypotheses. The fifth part is the conclusion and summary of this article.From the population characteristics C Tobacco management's point of view,mainly in the following characteristics: First, from the geographical, the high-yield area in East China City Tobacco company executives layer, Shandong, Jiangsu and Zhejiang is to produce middle managers most places. From the second nation to analyze management C Tobacco Company status in the Han majority, the average ratio of 90%. The third from the age analysis, the tobacco company's management at the average age of about 53 years, from the results of the analysis, the current average age of management shown a gradual downward trend. The average fourth party standing management is 35 years old, little difference between the management of party standing from the vertical perspective. Fifth from a gender perspective, the proportion of men and women in management are significant differences between men in the management of the accounts for about 85%. Sixth time promotion, the first promotion from work to middle management posts an average of 10 years, promoted to the senior management of 15 years. From the seventh working experience, the middle managers to serve an average of only two,the average tenure of senior management to have four, so over time, where the number of management positions are slowly increasing.Factors for promotion from the management point of view, age, education, and management of land tenure and promotion has a number of obvious relevance, and from party standing, ethnic, professional background, and these promotions are not significantly correlated. On the whole, the management of smaller age, the higher the degree, the greater the number of working places, the higher the possibility of promotion. Therefore, the analysis of the C Tobacco Company promoted a deep level,to explore, and then put forward the corresponding solutions, comments on this basis,to achieve a better development of enterprises.