凯恩斯论文代写：中石化人才管理分析
中石化是一个拥有大量员工的大型企业。为了保证组织的成功和员工的有效工作，实施人才管理计划是非常重要的。这是文献中广泛讨论的话题。人才管理识别中最重要的讨论是企业运营识别(Tarique & Schuler, 2010)和人才管理识别(Collings & Mellahi, 2010)。学术文献也强调了组织的失败，从而有效地管理员工的才能。同样的情况也可能适用于管理国际熟练劳动力以促进个人成长的国家。从研究人员的角度来看，很明显，企业在组织中既有趋同的人才管理实践，也有相异的人才管理实践(Cook et al, 2010)。
凯恩斯论文代写：中石化人才管理分析
团队面临的主要问题之一是缺乏合适的导师和人才管理的探索。在研究论文《人才管理与职业发展》(Claussen, Grohsjean, Luger and Probst, 2014)中，研究了与人才管理相关的课题。在另一篇研究论文中，Cook、Saini和Want根据来自两国不同公司的178名非人力资源经理的经验，对中国和印度的人才管理观念进行了比较。在另一项研究中，lles, Chuai et al(2010)和Preece et al研究了可能与人才管理相关的不同视角和实践。在北京和中国的许多组织中，人才管理是一种新的方法。他们建议，应该从社会和组织环境的角度对人才管理进行更高层次的探讨。
凯恩斯论文代写：中石化人才管理分析
Sinopec is a large organization which has a big pool of employees. In order to ensure that the organization is successful and the employees works effectively, the Talent Management Plan is important to be implemented. This is the topic of huge discussion in the literature. The most important discussion in identification of talent management is the identification of the business operations (Tarique & Schuler, 2010), and the management of the talens (Collings & Mellahi, 2010). The academic literature has also highlighted on the failure of the organizations so as to manage the talents of the employees in an effective manner. The same may be applicable to the countries where there is a management of the international skilled workforce for the growth of the individual. From the researchers, it is evident that the firms have both convergent and divergent talent management practices in the organization(Cook et al, 2010).
凯恩斯论文代写：中石化人才管理分析
One of the major issues faced by the teams is the lack of proper mentors and exploration in talent managements. In the research paper, “Talent Management and Career Development, Claussen, Grohsjean, Luger and Probst” (2014), it examines the topic related to the talent management. In an another research paper, Cook, Saini and Want does the comparison of the Talent Management perceptions which are there in China and India based on the experience of the 178 non HR managers from different firms in these nations. In an another study, lles, Chuai et al (2010) and Preece et al has researched different perspectives and practices which may be related to the talent management. In many of the organizations in Beijing and China, Talent Management is a new approach. They have suggested that there should be a higher discussion of the talent management with respect to the social and organizational contexts.