一、煤矿企业队伍建设的现状和存在的问题
（一）职工队伍整体年龄老化
总体来看，煤矿企业职工的年龄大多集中在 40 岁到 60 岁间。煤矿队伍老龄化严重，职工队伍平均年龄整体向中老年偏向。在煤矿员工中 年轻的员工人数比例偏少，尤其是 30 岁以下的员工人数占全体员工人数的比例更是少之又少，加上煤矿职工队伍缺乏年轻员工的注入，对煤矿企业的改革发展存在巨大的阻力。这一现状的主要因素是由煤炭行业的工作性质决定的，煤矿员工的工作特征主要以劳力活动为主，而且煤炭行业的工作环境主要集中在矿井下，工作环境恶劣而且对施工人员的体力负荷较大，也是最大的难点之一。
（二）员工综合素质有待提高
煤矿职工队伍的整体综合素质底下，具体体现在以下方面：
1. 职工受教育程度较低。在目前的煤矿企业职工队伍中，从业者的受教育程度整体上较低。在我国，煤矿井下的工作者大多是初中文化水平，大约占了全体矿井作业人员百分之七十的比例。其次，是由当前剩余的大量农村劳动力所致，由于农村城镇化进程加快，导致大量农民无田可耕，便涌进城里工作，而由于农民受教育程度低，普遍缺乏专业技能，所以大多选择下井做矿工。
2. 职工知识面狭窄，不能与社会与时俱进。随着当前社会科学技术进步，煤矿工作者与社会接触较少，因循守旧的思想，对于煤炭行业的资讯了解甚少，缺乏对于那些新引进的开掘设备的掌控和行业前沿专业技术的学习。由于煤矿队伍中的员工缺乏对当前知识信息、经济技术、社会领域等各方面的知识，其工作能力相对地来说也是较为低下的。造成这一现状的主要原因是缺乏专业化的技能培训和缺少让员工了解新煤矿技术、设备和其他新资讯的途径和平台，使得煤矿专业化队伍建设停留在因循守旧的模式。
二、加强煤矿企业队伍建设的建议
（一）合理调整煤矿职工队伍的年龄结构
为有效改变煤矿职工队伍年龄整体老龄化的局面，吸引年轻的就业者进入到煤矿企业中工作，为煤矿企业注入新鲜血液和蓬勃的活力。为此，煤矿企业可以为年轻就业者提供优厚的待遇和良好的未来职业晋升规划，除此，煤矿企业应该联合高校，加大了对煤矿技术人员和管理者的综合培养等，或者把煤矿企业招人地点集中在高校招聘会上等等。这些开放、创新的招工模式会大量吸引社会青年和高校毕业生对煤矿企业的关注，以实现煤矿企业队伍从中老龄化到年轻化、知识化的转变。
（二）着力提升煤矿专业化员工队伍的综合素质
实现专业化必须注重队伍整体素质的提升，同时对队伍的思想方面还是技能方面的培训要加强，提高队伍综合素质，使职工了解企业经营管理理念和发展规划，引导职工把个人理想与企业理想相融合，形成共同愿景，同时为职工提供舒适、便利的学习、工作、生活环境，
经常开展职工学习讨论会和意见听取会，及时采纳职工的合理化建议，提高员工为企业建言献策的积极性和主动性，增强员工的归属感。
（三）煤矿企业队伍建设的具体措施
1. 煤矿企业专业化队伍建设的管理体系。煤矿企业实现专业化需要构建一个完善的队伍管理体系，该体系主要包括：
（1）提高煤矿从业者的准入标准，提高对煤矿任职者学历要求，为了彻底转变过去煤矿队伍教育程度低下的状况，可以对煤矿企业的中层管理者及技术人员的学历要求提高门槛，当然井下工作者的准入学历要求可以适当调低。通过阶梯式拉高煤矿从业者学历水平，形成煤矿企业人才竞争优势，为企业的创新和改革提供必要的人才资源储备。
（2）调整企业机构，明确职工管理模式。煤矿企业专业化的实现需要煤矿企业自身整体化人力资源管理战略，对岗位进行科学配置，明确每个工作岗位职责、技能培训、工作规范、结果评估和反馈等管理措施。通过有效的管理模式，让每个部门的协调、合作更便捷，并且让企业内部机构和员工间形成无缝对接，使得企业内部部门和部门间，员工与部门间，员工与员工间能够实现信息的及时传递、沟通与反馈，使整体运转更加协调有序，有力促进企业的发展打下基础。
2. 建立职工工作与薪酬的关系
实行绩效考评机制，煤矿企业专业化队伍建设需要在员工工作行为与薪酬两者之间形成紧密的关系，实行有效的绩效考评机制。主要包括两方面：
（1）采取严格的绩效考核方式。建立员工工作行为日志，通过定期、定时的明察暗访对员工的工作行为的工作表现等进行评定，最后通过汇总的考评结果对全部员工的工作成效进行好、中、差的评定建立薪酬考核办法。
（2）建立刚性的奖惩机制，加强对员工管理行为和操作行为的规范的管理，从而自觉主动地把工作落到实处。主要奖惩办法包括企业把员工的考核结果与加薪晋升、评先评优、年终奖金和其他福利待遇相联系。对每年度考核评定结果优异的前三名员工额外给予物质和现金奖励，对于那些每季度业绩和工作行为表现差的人员进行警示、通报和处罚，责令其按期完成规定的工作任务，同时对他们进行思想政治教育指导和强化职业技能培训。
三、结语
通过科学有效的奖惩激励机制，从而提高煤矿从业人员的积极性和创造性。煤炭行业作为当前燃料供应的主要行业，煤矿企业还存在很大的发展空间，为了有效应对当前国内外的市场竞争，专业化队伍建设是重中之重，只有实现队伍专业化，才能保证煤矿企业的竞争优势处于不败之地。
First, the status quo and problems of the construction of the team of coal mine enterprises (a) the overall age of the workforce
Overall, most of the coal mine enterprise employees are concentrated in the age of 40 to 60
years old. The aging of the coal mine group is serious, the average age of the workers is in the middle and old age. In the coal mine employees in the young of the ratio of the number of employees less than normal, especially the number of employees under 30 years of age accounted for the proportion of the total number of employees is less and less, on coal mine workers and staff and lack of the injection of young employees, in the reform and development of the coal mine enterprises exist great resistance. This situation is the main factor is determined by the nature of the work in the coal industry, labour activities is the main features of coal mine staff work and working environment of the coal industry is mainly concentrated in the mine, working environment bad and for construction personnel's workload is bigger, also is one of the biggest difficulty.
(two) the overall quality of the staff needs to be improved
Under the overall comprehensive quality of coal mine workers, the following aspects are embodied in the following aspects:
1 employees were less educated. In the current coal mine enterprise employees, the overall level of education practitioners are relatively low. In our country, the coal mine underground workers are mostly junior high school education level, accounting for about seventy percent of the proportion of all mine workers. Secondly, is by the remaining large number of rural labor force due to and due to the accelerated process of urbanization in rural areas, resulting in a large number of farmers without land Kegeng, poured out into the city to work, and because of the low education level of the farmers, the general lack of professional skills, so most choose to well do the miners.
2 workers with narrow knowledge, can not with the times with the times. With the progress of social science and technology, coal mine workers with social contact less, conservative thoughts, for the coal industry information to understand understood, lack for the introduction of the new digging equipment control and the forefront of the industry professional and technical learning. Due to the lack of staff in the coal mine team of knowledge, economic and technical, social fields and other aspects of knowledge, their ability to work is relatively low. Cause of this situation is mainly due to the lack of professional skills training, and lack of staff to understand the new coal mining technology, equipment and other new information about the way and a platform, the coal mine construction of professional team stay in lockstep mode.
Two, to strengthen the construction of coal mine enterprises
(a) adjusting the age structure of the coal mine staff and workers
In order to effectively change the overall situation of the age of coal mine workers, to attract young workers into the coal mining enterprises to work for the coal mining enterprises to inject fresh blood and vitality. Therefore, coal mining enterprises can provide the young job seekers preferential treatment and good future career planning. In addition, coal mining enterprises should be www.gpsdvd.cn www.road5.net combined colleges and universities, increase the coal mine technical staff and management of comprehensive training, or the coal mine enterprises to hire the place of focus in the high school recruitment and so on. These open and innovative mode of recruitment will attract a large number of young people in society and college graduates of the coal mine enterprises concern, to realize the coal mine enterprise team from older to younger, knowledge transformation.
(two) efforts to enhance the comprehensive quality of professional staff in coal mine
Reasonable suggestions to realize the specialization must be to focus on improving the
overall quality of the team, also for the team's ideas or skills training to strengthen, improve the comprehensive quality of the team, so that employees understand the business management philosophy and development planning, and guide workers to combine personal ideal and ideal, form a common vision and also for employees to provide comfortable, convenient learning, working and living environment, often develop employees to learn to talk and hearing, the timely adoption of workers, improve staff for enterprises to offer advice and suggestions of the enthusiasm and initiative, enhance staff's sense of belonging.
(three) the concrete measures for the construction of the coal mine enterprises
1 management system of professional team construction in coal mine enterprise. Coal mine enterprises need to build a perfect team management system, which mainly includes:
(1) improve coal mine practitioners access standards, improve to mine the incumbent academic requirements, in order to completely change the past situation of coal ranks low level of education can raise the threshold, of course underground workers access to education requirements can be appropriate to reduce the degree of the coal mine enterprises of middle managers and technical staff of the requirement of. Through the ladder type of coal mining professionals, the formation of coal mine enterprise talent competitive advantage for enterprise innovation and reform to provide the necessary talent resources reserves.
(2) to adjust the enterprise organization, the management mode of the staff and workers. Management measures of coal mine enterprise specialized implementation ability of coal mine enterprises need their overall strategic human resource management, the post of scientific disposition,www.fsjct.net www.sanheshun.net www.all-mec.com clear each job responsibilities, skills training, job specification, result evaluation and feedback. Through the effective management mode, let the coordination and cooperation of each department more convenient, and to form a seamless docking between the internal mechanism of enterprises and employees, the enterprise internal departments and between departments, between employees and departments, between employees and employees to realize the information timely delivery, communication and feedback, so that the overall operation in a more coordinated and orderly, effectively promote the development of enterprises laid a foundation.
2 to establish the relationship between employees' work and pay
To implement the performance evaluation mechanism, the construction of the professional team in the coal mine enterprise needs to form a close relationship between the employee's work behavior and the salary.
一、煤矿企业队伍建设的现状和存在的问题
（一）职工队伍整体年龄老化
总体来看，煤矿企业职工的年龄大多集中在 40 岁到 60 岁间。煤矿队伍老龄化严重，职工队伍平均年龄整体向中老年偏向。在煤矿员工中 年轻的员工人数比例偏少，尤其是 30 岁以下的员工人数占全体员工人数的比例更是少之又少，加上煤矿职工队伍缺乏年轻员工的注入，对煤矿企业的改革发展存在巨大的阻力。这一现状的主要因素是由煤炭行业的工作性质决定的，煤矿员工的工作特征主要以劳力活动为主，而且煤炭行业的工作环境主要集中在矿井下，工作环境恶劣而且对施工人员的体力负荷较大，也是最大的难点之一。
（二）员工综合素质有待提高
煤矿职工队伍的整体综合素质底下，具体体现在以下方面：
1. 职工受教育程度较低。在目前的煤矿企业职工队伍中，从业者的受教育程度整体上较低。在我国，煤矿井下的工作者大多是初中文化水平，大约占了全体矿井作业人员百分之七十的比例。其次，是由当前剩余的大量农村劳动力所致，由于农村城镇化进程加快，导致大量农民无田可耕，便涌进城里工作，而由于农民受教育程度低，普遍缺乏专业技能，所以大多选择下井做矿工。
2. 职工知识面狭窄，不能与社会与时俱进。随着当前社会科学技术进步，煤矿工作者与社会接触较少，因循守旧的思想，对于煤炭行业的资讯了解甚少，缺乏对于那些新引进的开掘设备的掌控和行业前沿专业技术的学习。由于煤矿队伍中的员工缺乏对当前知识信息、经济技术、社会领域等各方面的知识，其工作能力相对地来说也是较为低下的。造成这一现状的主要原因是缺乏专业化的技能培训和缺少让员工了解新煤矿技术、设备和其他新资讯的途径和平台，使得煤矿专业化队伍建设停留在因循守旧的模式。
二、加强煤矿企业队伍建设的建议
（一）合理调整煤矿职工队伍的年龄结构
为有效改变煤矿职工队伍年龄整体老龄化的局面，吸引年轻的就业者进入到煤矿企业中工作，为煤矿企业注入新鲜血液和蓬勃的活力。为此，煤矿企业可以为年轻就业者提供优厚的待遇和良好的未来职业晋升规划，除此，煤矿企业应该联合高校，加大了对煤矿技术人员和管理者的综合培养等，或者把煤矿企业招人地点集中在高校招聘会上等等。这些开放、创新的招工模式会大量吸引社会青年和高校毕业生对煤矿企业的关注，以实现煤矿企业队伍从中老龄化到年轻化、知识化的转变。
（二）着力提升煤矿专业化员工队伍的综合素质
实现专业化必须注重队伍整体素质的提升，同时对队伍的思想方面还是技能方面的培训要加强，提高队伍综合素质，使职工了解企业经营管理理念和发展规划，引导职工把个人理想与企业理想相融合，形成共同愿景，同时为职工提供舒适、便利的学习、工作、生活环境，
经常开展职工学习讨论会和意见听取会，及时采纳职工的合理化建议，提高员工为企业建言献策的积极性和主动性，增强员工的归属感。
（三）煤矿企业队伍建设的具体措施
1. 煤矿企业专业化队伍建设的管理体系。煤矿企业实现专业化需要构建一个完善的队伍管理体系，该体系主要包括：
（1）提高煤矿从业者的准入标准，提高对煤矿任职者学历要求，为了彻底转变过去煤矿队伍教育程度低下的状况，可以对煤矿企业的中层管理者及技术人员的学历要求提高门槛，当然井下工作者的准入学历要求可以适当调低。通过阶梯式拉高煤矿从业者学历水平，形成煤矿企业人才竞争优势，为企业的创新和改革提供必要的人才资源储备。
（2）调整企业机构，明确职工管理模式。煤矿企业专业化的实现需要煤矿企业自身整体化人力资源管理战略，对岗位进行科学配置，明确每个工作岗位职责、技能培训、工作规范、结果评估和反馈等管理措施。通过有效的管理模式，让每个部门的协调、合作更便捷，并且让企业内部机构和员工间形成无缝对接，使得企业内部部门和部门间，员工与部门间，员工与员工间能够实现信息的及时传递、沟通与反馈，使整体运转更加协调有序，有力促进企业的发展打下基础。
2. 建立职工工作与薪酬的关系
实行绩效考评机制，煤矿企业专业化队伍建设需要在员工工作行为与薪酬两者之间形成紧密的关系，实行有效的绩效考评机制。主要包括两方面：
（1）采取严格的绩效考核方式。建立员工工作行为日志，通过定期、定时的明察暗访对员工的工作行为的工作表现等进行评定，最后通过汇总的考评结果对全部员工的工作成效进行好、中、差的评定建立薪酬考核办法。
（2）建立刚性的奖惩机制，加强对员工管理行为和操作行为的规范的管理，从而自觉主动地把工作落到实处。主要奖惩办法包括企业把员工的考核结果与加薪晋升、评先评优、年终奖金和其他福利待遇相联系。对每年度考核评定结果优异的前三名员工额外给予物质和现金奖励，对于那些每季度业绩和工作行为表现差的人员进行警示、通报和处罚，责令其按期完成规定的工作任务，同时对他们进行思想政治教育指导和强化职业技能培训。
三、结语
通过科学有效的奖惩激励机制，从而提高煤矿从业人员的积极性和创造性。煤炭行业作为当前燃料供应的主要行业，煤矿企业还存在很大的发展空间，为了有效应对当前国内外的市场竞争，专业化队伍建设是重中之重，只有实现队伍专业化，才能保证煤矿企业的竞争优势处于不败之地。
First, the status quo and problems of the construction of the team of coal mine enterprises (a) the overall age of the workforce
Overall, most of the coal mine enterprise employees are concentrated in the age of 40 to 60
years old. The aging of the coal mine group is serious, the average age of the workers is in the middle and old age. In the coal mine employees in the young of the ratio of the number of employees less than normal, especially the number of employees under 30 years of age accounted for the proportion of the total number of employees is less and less, on coal mine workers and staff and lack of the injection of young employees, in the reform and development of the coal mine enterprises exist great resistance. This situation is the main factor is determined by the nature of the work in the coal industry, labour activities is the main features of coal mine staff work and working environment of the coal industry is mainly concentrated in the mine, working environment bad and for construction personnel's workload is bigger, also is one of the biggest difficulty.
(two) the overall quality of the staff needs to be improved
Under the overall comprehensive quality of coal mine workers, the following aspects are embodied in the following aspects:
1 employees were less educated. In the current coal mine enterprise employees, the overall level of education practitioners are relatively low. In our country, the coal mine underground workers are mostly junior high school education level, accounting for about seventy percent of the proportion of all mine workers. Secondly, is by the remaining large number of rural labor force due to and due to the accelerated process of urbanization in rural areas, resulting in a large number of farmers without land Kegeng, poured out into the city to work, and because of the low education level of the farmers, the general lack of professional skills, so most choose to well do the miners.
2 workers with narrow knowledge, can not with the times with the times. With the progress of social science and technology, coal mine workers with social contact less, conservative thoughts, for the coal industry information to understand understood, lack for the introduction of the new digging equipment control and the forefront of the industry professional and technical learning. Due to the lack of staff in the coal mine team of knowledge, economic and technical, social fields and other aspects of knowledge, their ability to work is relatively low. Cause of this situation is mainly due to the lack of professional skills training, and lack of staff to understand the new coal mining technology, equipment and other new information about the way and a platform, the coal mine construction of professional team stay in lockstep mode.
Two, to strengthen the construction of coal mine enterprises
(a) adjusting the age structure of the coal mine staff and workers
In order to effectively change the overall situation of the age of coal mine workers, to attract young workers into the coal mining enterprises to work for the coal mining enterprises to inject fresh blood and vitality. Therefore, coal mining enterprises can provide the young job seekers preferential treatment and good future career planning. In addition, coal mining enterprises should be www.gpsdvd.cn www.road5.net combined colleges and universities, increase the coal mine technical staff and management of comprehensive training, or the coal mine enterprises to hire the place of focus in the high school recruitment and so on. These open and innovative mode of recruitment will attract a large number of young people in society and college graduates of the coal mine enterprises concern, to realize the coal mine enterprise team from older to younger, knowledge transformation.
(two) efforts to enhance the comprehensive quality of professional staff in coal mine
Reasonable suggestions to realize the specialization must be to focus on improving the
overall quality of the team, also for the team's ideas or skills training to strengthen, improve the comprehensive quality of the team, so that employees understand the business management philosophy and development planning, and guide workers to combine personal ideal and ideal, form a common vision and also for employees to provide comfortable, convenient learning, working and living environment, often develop employees to learn to talk and hearing, the timely adoption of workers, improve staff for enterprises to offer advice and suggestions of the enthusiasm and initiative, enhance staff's sense of belonging.
(three) the concrete measures for the construction of the coal mine enterprises
1 management system of professional team construction in coal mine enterprise. Coal mine enterprises need to build a perfect team management system, which mainly includes:
(1) improve coal mine practitioners access standards, improve to mine the incumbent academic requirements, in order to completely change the past situation of coal ranks low level of education can raise the threshold, of course underground workers access to education requirements can be appropriate to reduce the degree of the coal mine enterprises of middle managers and technical staff of the requirement of. Through the ladder type of coal mining professionals, the formation of coal mine enterprise talent competitive advantage for enterprise innovation and reform to provide the necessary talent resources reserves.
(2) to adjust the enterprise organization, the management mode of the staff and workers. Management measures of coal mine enterprise specialized implementation ability of coal mine enterprises need their overall strategic human resource management, the post of scientific disposition,www.fsjct.net www.sanheshun.net www.all-mec.com clear each job responsibilities, skills training, job specification, result evaluation and feedback. Through the effective management mode, let the coordination and cooperation of each department more convenient, and to form a seamless docking between the internal mechanism of enterprises and employees, the enterprise internal departments and between departments, between employees and departments, between employees and employees to realize the information timely delivery, communication and feedback, so that the overall operation in a more coordinated and orderly, effectively promote the development of enterprises laid a foundation.
2 to establish the relationship between employees' work and pay
To implement the performance evaluation mechanism, the construction of the professional team in the coal mine enterprise needs to form a close relationship between the employee's work behavior and the salary.