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1、随着经济全球化深入发展，科技日新月异，我国经济结构调整不断加快，人力资源能力建设要求不断提高，高技能人才的培养与应用工作也面临严峻挑战。高技能人才的培养还存在诸如轻视技能劳动和技能劳动者的传统观念仍然存在，基础工作薄弱，培养体系不完善，评价、激励、保障机制不健全，高技能人才的总量、结构和素质还不能适应经济社会发展的需要等亟待破解的问题。结合我国企业实际，探索高技能人才的培养模式，无论对于丰富我国人力资源理论，还是提高我国企业竞争力，意义极其重要。本文以唐山钢铁股份有限公司高技能人才为研究对象，以炼钢工为具体剖析对象，以现代管理学理论为指导，通过对国
2、内外著名钢铁金业在高技能人才培养使用方面具体情况的调研，在收集和分析大量具体数据的基础上，综合应用现代激励理论、薪酬理论、培养理论和职业生涯规划理论等，捉出了炼钢工的培养模式，以解决我国钢铁企业人力资源管理的实际问题，木文提出了钢铁企业高技能人才的培养的保障措施，为钢铁企业人力资源管理的实践活动提供参考依据。关键词：高技能人才，激励，培训，职业生涯规划AbstractWiththedeepdevelopmentofeconomicglobalizationandrapidtechnologicalprogress,China'seconomicre
3、structuringisacceleratingincreasingly,andtherequirementsforcapacity-buildingofhumanresourceshavebeenbecominghigherandhigher,thetrainingofadvancedskilledtalentwillfaceseverechallenges.Therearesomeproblemsexistinginthecultivationofhighly-skilledpersonnelsuchastraditionalconcepts
4、ofignoringskilled-workandskilled-labor,weakbasicwork,imperfecttrainingsystem,distemperedevaluation,incentiveandprotectionmechanisms,andthetotalamount,structureandqualityofhighlyskilledpersonnelcannotmeetthedemandsofeconomicandsocialdevelopment,alltheseproblemsneedtobesolvedurg
5、ently.Toexploretheadvancedskilledtalenttrainingmodeaccordingtothepracticeofhuman-resourcemanagementinChineseenterpriseshasextremelyimportant,thiswillbehelpfultobroadentheChinesetheorydomainofhumanresources,andtoenhanceourcompetitivenessofChina，senterprises-Inthispaper,theautho
6、ranalyzedhowtodesignthetrainingmodelofhighly-skilledpersonnelinTangshanIronandSteelCorporation,andsteel-makerswerestudiedasanexample・Undertheguidanceofmodernmanagementtheories,theauthorinvestigatedsomefamousironandsteelenterprisesworld-widely,collectedandanalyzedalargenumberof
7、specificdata,comprehensivelyappliedmodernmotivationtheory,salarytheory,trainingtheoryandcareerplanningtheory,andfinallysketchedthetrainingmodelofsteel-makerstosettletheactualprobleminhumanresourcesmanagementinChineseironandsteelenterprises.Thepaperalsoputforwardsomesuggestions
8、asprotectionmeasuresforsteel-makerstraining,whichcanworkasref
