人力资源毕业论文-中小企业人力资源管理诊断分析与对策以深圳PLD数码科技有限公司为例.doc

论文题目：中小企业人力资源管理诊断分析与对策 ———————以PLD数码科技有限公司为例 学 号： 专 业：人力资源管理 年 级：2008级 学 生 姓 名： 指 导 老 师 姓 名：  本人声明 我声明, 本论文及其设计工作是由本人在指导教师的指导下独立完成的, 在完成论文时所利用的一切资料均已在参考文献中列出。  目 录 摘要······················································04 前言······················································05 一.PLD的综合概况··········································05 二.PLD存在问题诊断分析····································07 2.1 企业的文化诊断分析································07 2.2 规划与招聘的诊断分析······························08 2.3 培训与发展的诊断分析······························09 2.4 绩效与考核的诊断分析······························10 2.5 薪酬体系的诊断分析································10 2.5.1 薪酬理念缺乏·····································10 2.5.2 无统一的薪酬体系·································11 2.5.3 薪酬结构失衡·····································11 2.5.4 薪酬单一·········································11 2.5.5 金钱观不正确·····································11 2.5.6 薪酬调整无依据···································12 三 . 公司人力资源管理改进策略·····························13 3.1 加强人力资源规划，进行工作分析····················13 3.2 规范招聘制度，建立公司良好的形象··················14 3.3 完善培训体系······································14 3.4 改进绩效考评，为加薪和晋升提供依据················16 3.5 重新构建薪酬福利方案 ······························17 3.6 企业文化的建设····································17 四. 结束语···············································19 参考资料··················································21 致谢······················································22 摘要：近年来,随着科技的不断进步,经济的高速发展,企业间的竞争日益激烈。 我国中小企业的数量占全部企业的数量的99%以上,其中民营中小企业占了很大一部分,民营中小企业在我国国民经济中占有越来越重要的地位。它们是推动我国经济和技术革新的一支不可忽视的重要力量,是促进经济快速增长的动力源泉。但是,民营企业与国有、三资等其他企业相比,在资金和其他相关资源方面均稍处于劣势。因此,提高企业的人力资源管理便成了民营企业发展的关键突破口。然而,由于观念落后、资金和企业现状方面的限制,使当前我国大多数民营中小企业存在管理混乱、经营困难、后劲不足等先天性缺陷,根本的原因就是企业对员工的招聘、培训、绩效考核和薪酬管理等人力资源管理工作给予的重视不够 中小企业人力资源管理诊断分析与对策 ——————深圳市派拉汀数码科技有限公司 前 言 随着我国中小企业不断壮大，中小企业存在很多问题跟不足，特是内部管理人力资源管理方面矛盾冲突不断，中小企业要想在企业竞争中取得不败之地，迫切需要做的就