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我国城市轨道交通(地铁)事业蓬勃发展,据不完全统计,全国有37个大中城市正在方兴未艾地修建地铁。通常情况下,地铁建成后需要大批各式各样的运营人才来承担运输和维护的任务。但是,与我国地铁快速发展相对应的一个突出问题是,目前我国的地铁运营人才,尤其是复合型管理人才、技术专业人才相对匮乏,“僧多粥少”的局面很突出且有加剧的趋势。因此,如何做好大规模人员招聘工作并成功引进各类人才,以及通过科学合理有竞争性地厘定薪酬水平留住人才,是运营管理的重要工作,也是决定运营企业能否有效运作,能否向市民提供安全舒适快捷的轨道交通服务的关键所在。本文试图结合人力资源的相关理论和笔者的一些工作实践,探讨一下如何有效解决地铁运营企业的员工招聘和定级定薪的问题。
According to incomplete statistics, 37 large and medium-sized cities across the country are building an underground subway in the ascendant. Under normal circumstances, after the completion of the MTR, a large number of various operational talents are required to undertake the tasks of transportation and maintenance. However, a prominent problem corresponding to the rapid development of China’s metro is that the current situation of China’s subway operators, especially the compound management personnel and technical professionals is relatively scarce, and the situation of “more and more less” is prominent and aggravating. Therefore, how to do a good job in recruitment of large-scale personnel and the successful introduction of all kinds of talents and how to retain talents through scientifically and competitively determining the remuneration level are important tasks in operation and management and also determine whether the operating enterprises can operate effectively or not The key to providing safe, comfortable and efficient rail services to the public is. This paper attempts to combine the relevant theory of human resources and some of my author’s work practices to explore how to effectively solve the problem of staff recruitment and grading and fixed salary in the subway operators.