001民营企业人力资源管理问题及对策研究.docVIP

民营企业人力资源管理问题及对策研究 Research on the Problems and Countermeasures of Human Resource Management in Private Enterprises 专 业： 姓 名： 指导教师姓名： 申请学位级别： 学 士 论文提交日期： 学位授予单位： 天津科技大学  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 Chinas market economy, the increasingly fierce competition in enterprises, human resources as the most dynamic, the most promising prospects, the most profitable strategic resources to become enterprises to participate in competition and the development of the dominant factor. Human resources are the most important competitive resources for enterprises. This paper investigates and analyzes human resource management problems such as recruitment, training, salary management, performance appraisal and incentive measures in Zhejiang private enterprises through quantitative investigation and qualitative analysis, and points out that private enterprises are still in the traditional human resources management Stage, the positioning of human resources management institutions is low, the training investment is seriously inadequate, and the lack of effective incentive mechanism. The reasons for private enterprises are not enough attention to human resources management, coupled with the impact of traditional Chinese human relations, human resources management objectives are unclear, a variety of management methods ineffective. And the production efficiency of private enterprises is not high, can not replenish the supply in time, the sales department accounts receivable recovery is not ideal and other issues