58彩

人才戰略


 人才理念
    
人才是光耀能源不可替代的財富,光耀始終倡導共贏的人才理念,與員工結成事業合作伙伴,在企業快速發展的同時為員工提供更廣闊的職業發展平臺。
    光耀能源員工共同建設了光耀能源,是光耀能源之本。視人才為企業競爭力源泉,根據發展戰略與競爭的要求不斷開發員工的核心技能與專長。
    
堅持以宏大事業感召人,優厚待遇吸引人,優秀文化凝聚人,創造條件成就人,使員工始終處于激活狀態。
 
管理機制
   
 光耀能源建立以“價值”為核心正向激勵為導向的全力創造價值、科學評價價值和合理分配價值的人力資源管理體系。
    將員工視為內部客戶,創造員工滿意,著力經營核心人才,提升企業競爭力。
   
 以勞動契約為基礎,以心理契約為導向,構建企業與員工長期合作的利益共同體,實現員工與企業的共同成長。
 
管理目標
   
 建立一支具有良好的服務意識和過硬的職業技能、高度團結與協作的職業化隊伍,形成自我激勵、自我約束、自我管理、自我發展的人才成長機制。
   
 通過創新興奮機制,激發全體員工工作熱情,使員工以勇于競爭、善于競爭的態度投入工作,與成功的過去、更高的標準以及更嚴的要求展開競爭。
 
用人政策
   
 以員工實際工作能力和發展潛力為重。比別人學得更快、持續改進和創新、勇于否定自我、敢于挑戰極限、不斷創造杰出業績的員工是光耀能源的優秀人才。
   尊重人才,但不遷就人才,任何人才都必須接受組織管理和制度約束
   遵循賢者居上,智者居側,能者居中,平者居下的原則,不拘一格選拔人才。
   開設多個晉升通道,創造均等發展機會,鼓勵員工通過自身努力獲得發展。
   人才配置做到優勢互補,結構合理,形成合力。
   人才選用不求全責備,鼓勵多出成績,允許犯錯誤,但不允許多次犯同樣的錯誤。
   引進人才實行試用制,干部任職實行見習制,實習員工實行指導教師制。新進高級管理人才在明確目標職務的前提下,采取“小步快跑、梯級遞進”的晉升方式。

 
58彩
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