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1、国企市场化进程中人力资源管理所面临的挑战Recently,alotoffriendsintheconsultingcirclehavechattedwitheachother,andmanypeoplesaythatmanyoftheprojectsonhandarethehumanresourcemanagementprojectsoflargestate-ownedenterprises,suchassalary,performance,careerplanning,competencymodel,etc..Ifeelt
2、hesamefrom03years,thelargestate-ownedenterpriseshasbecomemymaincustomerservice,andsomerelativelyclosedindustries,suchaselectricity,coalindustryenterpriseshavebegunlarge-scalemanagementconsultingfirmhired.Whatisthephenomenon?Whattrendsdoyourepresent?Thispapertalksab
3、outthechallengeofhumanresourcesintheprocessofmarketizationoflargestate-ownedenterprises,andtheauthor'sideasandsuggestionsinthepracticeofconsulting.ThewaveofHRreforminstateownedenterprisesWhydoesthestate-ownedenterprisescarryouttheHRreformonalargescaleinrecentyears?
4、Theauthorbelievesthatthisisinseparablefromthereformofthenationalpersonnelsystemandtheaccelerationofthedomesticmarketprocess.Thereformofpersonnelsysteminthecountrysince90s,withthemeritofemploymentmechanism,cantheemployingmechanism,andbasedonthe3P(post,performance,ca
5、pacityallocationmechanismreform)astherepresentative,presentedagreatchallengetothetraditionalpersonnelmanagementmodeofstate-ownedenterprises.Thereformofpersonnelsystembeginswiththemarketwithhighdegreeofmarketization,suchasmobile.Afteryearsofpracticeandresearch,ithas
6、beenpushedforwardtothelargestate-ownedenterprisesandbecomethecommonfocusofthelargestate-ownedenterprises.IfthereformofstatepersonnelsystemistopromoteHRreformfromtoptobottom,thentheaccelerationofmarketizationisthecatalyticfactorfrombottomtotop.Inrecentyears,joiningi
7、nWTO,westerndevelopment,therevitalizationofNortheastChinaandothermajorevents,ontheonehand,thelargestate-ownedenterpriseshavegreatdevelopmentopportunities,especiallyinheavyindustry,andontheotherhand,theoriginal"chihuangliang"ofthestate-ownedenterprisestothemarketcom
8、petitionintheteethofthestorm.Thetraditionalhumanresourcemanagementjustfocusonthestatic"filemanagement"and"salary",andtheworldofmarketeconomyandth
