【经管专业毕业论文】浙江民营企业人力资源管理问题及对策研究--114707621.docVIP

中文摘要 PAGE V 毕业设计(论文) 题 目： 浙江民营企业人力资源管理问题及对策研究 学生姓名 学 号 分 院 经贸管理分院 专业班级 指导教师 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，认为目前浙江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 英文摘要 ABSTRACT As market economy develops in China, competition between enterprises is becoming increasingly intense. As a strategic resource with great vitality, promising prospect for development and good economic returns, human resources have become the leading factors the enterprises compete for. HR is the most competitive resources of enterprises.Through quantitative surveys, including qualitative analysis of Zhejiangs private enterprises staff recruitment, training, salary management, performance evaluation, incentives and other human resources management issues conducted a survey analysis that the current private enterprises in Zhejiang in human resources management is still in Traditional stage of Personnel Management, human resources management agencies targeting low, the training of a serious shortage of inputs, and the lack of an effective incentive mechanism. The reasons are like this: the private enterprises don’t take the HR administration seriously; this is also affected by the traditional human relation in china; the objective of HR administration is not clear; the ways of many administrations don’t have much effect. Productive sectors and private enterprise efficiency is not high, unable to add sourcing, sales of accounts receivable recovery situation is not ideal, and other problems can be attributed to human resources management to resolve. To solve the problem, we must not only improve the knowledge, but also improve the HR administration syste