民营企业人力资源.docVIP

民营企业人力资源 「 」随着中国市场经济的不断深化，企业竞争H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、缋效考核、激励措施等人 力资源管理W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，且缺乏冇效的 激励机制。导致的原因有W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H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、不能及吋补充货源，销售部门应收帐款回收情况不理想 等M题都可以归结到人力资源管理中去解决。耍解决这一 W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 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 resources F Abstract J with the deepening of China’s market economy, enterprises increasingly fierce competition, human resources, as the most dynamic and most promising the most benefits of strategic resources, the enterprises to participate in the competition and development has become the dominant factor. Human resource is the most important competitive enterprise resources. 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 think that private enterprises in human resources management is still in the traditional personnel management phase, the human resources management institutions positioning is low, the serious shortage of training, and lack of effective incentive mechanism. Caused by the reasons are not enough importance of human resource management of private enterprises, and the influence of the traditional Chinese human relationship, the goal of human resource management is not clear, various management means the effect not beautiful. And private enterprises production efficiency is not high, can’t timely supplement source, sales accounts receivable recovery situation is not ideal and other issues can be attributed to human resources management to solve. To solve this problem, not only to raise awareness, and to improve human resources management system, the staff moti