浙江民營(yíng)企業(yè)人力資源管理問(wèn)題及對(duì)策研究(已修改)
2025-05-29 19:24 本頁(yè)面
【正文】 畢業(yè)設(shè)計(jì) (論文 ) 題 目： 浙江民營(yíng)企業(yè)人力資源管理問(wèn)題及對(duì)策研究 學(xué)生姓名 學(xué) 號(hào) 分 院 經(jīng)貿(mào)管理分院 專業(yè)班級(jí) 指導(dǎo)教師 200 年 6月 杭州中文摘要 I 摘 要 隨著中國(guó)市場(chǎng)經(jīng)濟(jì)的不斷深化，企業(yè)競(jìng)爭(zhēng)日趨激烈，人力資源作為最具活力、最具發(fā)展前景、最具收益的戰(zhàn)略資源，成為企業(yè)參與競(jìng)爭(zhēng)和謀求發(fā)展的主導(dǎo)因素。人力資源是企業(yè)最重要的競(jìng)爭(zhēng)資源。 本文 通過(guò)定量調(diào)查、定性分析等方式對(duì)浙江民營(yíng)企業(yè)的人員招聘、培訓(xùn)、薪酬管理、績(jī)效考核、激勵(lì)措施等人力資源 管理問(wèn)題進(jìn)行了調(diào)查分析，認(rèn)為目前浙江民營(yíng)企業(yè)在人力資源管理方面仍處于傳統(tǒng)人事管理階段，人力資源管理機(jī)構(gòu)定位低，對(duì)培訓(xùn)投入嚴(yán)重不足，且缺乏有效的激勵(lì)機(jī)制。導(dǎo)致的原因有民營(yíng)企業(yè)對(duì)人力資源管理重視程度不夠，加上受傳統(tǒng)中國(guó)人情關(guān)系的影響，人力資源管理的目標(biāo)不清，各種管理手段效果不佳。 且民營(yíng)企業(yè)生產(chǎn)部門(mén)效率不高、不能及時(shí)補(bǔ)充貨源，銷售部門(mén)應(yīng)收帳款回收情況不理想等問(wèn)題都可以歸結(jié)到人力資源管理中去解決。 要解決這一問(wèn)題，不僅要提高認(rèn)識(shí)，而且要不斷完善人力資源管理體系，在員工激勵(lì)、人員配置和企業(yè)文化建設(shè)等方面下功夫。 關(guān)鍵 詞 ： 民營(yíng)企業(yè)；人力資源管理；問(wèn)題分析；建議 英文摘要 II ABSTRACT As market economy develops in China, petition between enterprises is being increasingly intense. As a strategic resource with great vitality, promising prospect for development and good economic returns, human resources have bee the leading factors the enterprises pete for. HR is the most petitive resources of quantitative surveys, including qualitative analysis of Zhejiang39。s 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 system continuously. We must make more efforts in encouraging the staff, disposing the staffed the cultural construction of enterprises. Key Words： private enterprises； human resources management； problem analysis；suggestion 目錄 III 目 錄 1 引言 1 2 民營(yíng)企業(yè)人力資源管理相關(guān)概念 2 民營(yíng)企業(yè)概念與特點(diǎn) 2 人力資源管理的定義及其內(nèi)容 3 3 民營(yíng)企業(yè)加強(qiáng)人力資源管理的必要性 4 人力資源管理的一般作用 4 民營(yíng)企業(yè)的經(jīng)營(yíng)規(guī)模和人員規(guī)模不斷擴(kuò)大 4 加強(qiáng)人力資源管理有助于提高民營(yíng)企業(yè)的競(jìng)爭(zhēng)力 4 人力資源管理能夠提高員工的工作績(jī)效 5 4 民營(yíng)企業(yè)人力資源管理案例分析 6 A 公司創(chuàng)業(yè)及發(fā)展歷史 6 A 公司人力資源管理現(xiàn)狀 7 人力資源管理職能掛在總經(jīng)理辦公室 7 人力資源制度分散在各崗位制度中 7 有較為明確的薪酬獎(jiǎng)勵(lì)體系
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