文档介绍：大学毕业论文
题目:民营企业人力资源管理问题及对策
毕业论文声明
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论文作者(签名):
20XX年X月 X日
摘要
随着中国市场经济的不断深化,企业竞争日趋激烈,人力资源作为最具活力、最具发展前景、最具收益的战略资源,成为企业参与竞争和谋求发展的主导因素。人力资源是企业最重要的竞争资源。本文通过定量调查、定性分析等方式对浙江民营企业的人员招聘、培训、薪酬管理、绩效考核、激励措施等人力资源管理问题进行了调查分析,认为民营企业在人力资源管理方面仍处于传统人事管理阶段,人力资源管理机构定位低,对培训投入严重不足,且缺乏有效的激励机制。导致的原因有民营企业对人力资源管理重视程度不够,加上受传统中国人情关系的影响,人力资源管理的目标不清,各种管理手段效果不佳。且民营企业生产部门效率不高、不能及时补充货源,销售部门应收帐款回收情况不理想等问题都可以归结到人力资源管理中去解决。要解决这一问题,不仅要提高认识,而且要不断完善人力资源管理体系,在员工激励、人员配置和企业文化建设等方面下功夫。
关键词:民营企业;人力资源管理;问题分析;建议
Abstract
With the deepening of China's market economy, enterprises increasingly petition, human resources, as the most dynamic and most promising the most benefits of strategic resources, the enterprises to participate in petition and development has e the dominant factor. Human resource is the most petition in the enterprise resource. In this article, through quantitative research, qualitative analysis of Zhejiang private enterprises staff recruitment, training, compensation management, performance evaluation, incentives and other human resources management question has carried on the investigation and analysis, this paper thinks that private enterprises in human resources management is still in the traditional stage of personnel management, human resources management institutions positioning is low, the serious shortage of training, and lack of effective incentive mechanism. Have private enterprises cause the degree of importance attached to human-resource management is not enough, and influenced by traditional Chinese human relations, human resources management goal is not clear, various management means the effect not beautiful. And private enterprise efficiency is not hi