on road transport systems in human resource management problems and countermeasures(道路运输系统的人力资源管理问题及对策).docVIP

on road transport systems in human resource management problems and countermeasures(道路运输系统的人力资源管理问题及对策).doc

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on road transport systems in human resource management problems and countermeasures(道路运输系统的人力资源管理问题及对策)

On road transport systems in human resource management problems and countermeasures First, the road transport system of human resource management problems 1 structure is irrational, ability to structural imbalances. Most of the current highway system for the general road maintenance staff workers, the low proportion of technical management personnel, from the technical structure, the primary technical ones, too few junior and senior staff, and high-level management and research staff less, and most professionals are technology-based, major road construction projects can have new ideas, less creative and forward-looking people, especially in highway construction, maintenance technician senior line more the lack of such, the phenomenon to a certain extent, restricted the highway industry. 2. Lack of a reasonable selection, employment, keep the mechanism. By the shackles of traditional thinking, road traffic within the system have a strong sense of family, the staff allocation mechanism, there are also a strong personal feelings, blood and other units and nepotism become the link between workers, leading to some outstanding personnel from management and is difficult to play to their talents. there is seniority, nepotism employment phenomenon, greatly dampened the enthusiasm of the staff, creative play, some great leadership experience than his talent is a crisis, and reject, causing the level of talent to manage level of those ceiling does not attach importance to internal training, or training, the training and stay in the simple single boring training, or management can not handle the immediate and long-term interests, will remain in training, “said the important, but make it a secondary, not busy “level, leading to staffing levels and quality can not meet the needs of enterprise development, eventually leading to brain drain. 3. Lack of human resources planning and policies. Strategic human resource planning is a prerequisite, but in the road t

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