关于地勘行业事业单位人力资源管理的思考——以中央地质勘查基金管理中心为例  

Thoughts on Human Resources Management in Geological Prospecting Institional Units——Setting Central Geological Exploration Fund Management Center as an Example

作　　者：张小陌 郭振华[1] ZHANG Xiaomo GUO Zhenhua(Central Geological Exploration Fund Management Center of the Ministry o{ Land and Resources, Beijing 100037, China)

机构地区：[1]国土资源部中央地质勘查基金管理中心,北京100037

出　　处：《山东国土资源》2016年第9期74-78,共5页Shandong Land and Resources

摘　　要：随着经济的不断发展,人力资源管理受到越来越多的关注,如何通过加强人力资源管理,提高组织绩效是值得思考的问题。地质矿产勘查是整个矿产行业中重要的组成部分,受我国经济体制的影响,事业体制单位是勘查主体的重要构成。该文选择中央地质勘查基金管理中心作为研究对象,通过对该单位人力资源管理的分析,发现存在人力资源管理与组织发展战略联系不紧密、缺乏灵活有效的人力资源管理机制、组织文化建设滞后和绩效管理薄弱等问题。建议建立与组织目标相契合的人力资源管理体系,优化人力资源配置,完善绩效管理,加强员工培训,构筑组织文化。Accompanying with continuous development of economy, human resource management has been paid more and more attention. How to improve the organizational performance by strengthening the management of human resources is a question which is worth thinking. Geological mineral exploration is an important part of the whole mineral industry, which is influenced by economic system of our country. Choosing central geological exploration fund management center as the research object, through analysis on hu- man resource management, it is discovered that existence of human resource management and organiza- tional development strategy are not closely linked. It is lack of flexible and effective mechanism of human resource management. Its organizational culture construction is delayed and performance management is weak. It is suggested that human resources management system and organizational objectives should be established, the allocation of human resources should be optimized, performance management should be improved, staff training should be strengthened, and organizational culture should be built.

关 键 词：地质矿产勘查 基金中心 人力资源 绩效管理 

分 类 号：D630[政治法律—政治学]