大学毕业设计论文-民营企业人力资源管理问题及对策 .docVIP

民营企业人力资源管理问题及对策 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  Private Enterprise Human Resource Management Problems and Solutions Summary Along with the unceasing deepening of Chinese market economy, the competition is increasingly fierce, the human resources as and most have the prospects for development, most to have the strategic resources of income dynamic, becomes the enterprise participates in the competition and seeks the predominant factor of development. The human resources are the enterprise most important competition resources. This article has carried on the diagnosis to private enterprise the personnel recruitment, training, salary management, performance review, incentive strategy and other human resources management issues of through quota investigation, qualitative analysis and other ways, thinks that the private enterprise was still at the traditional personnel management stage in human resources management, the human resources management organization localization is low, to training the investment is serious, and lacks the effective incentive mechanism. Reason that causes has the private enterprise to take seriously the degree to be insufficient the human resources management, in addition receives the influence of traditional China human sentiment relations, the goal of human resources management is unclear, various management tool effects are unsatisfactory. And the private enterprise production department efficiency not high, cannot supplement the source of goods promptly, sale branch account receivable recycling not ideal and other issues can sum up to the hum