【正文】 目前我國中小企業(yè)已經(jīng)超過4200多萬戶，%，中小企業(yè)創(chuàng)造的最終產(chǎn)品和服務(wù)價值相當(dāng)于GDP的60%左右，上繳稅收約為國家稅收總額的53%，并提供了全社會70%以上的就業(yè)機(jī)會?！究偨Y(jié)】總之，進(jìn)行科學(xué)的人力資源管理，減少跳槽現(xiàn)象發(fā)生，避免人才流失，提高人力資源利用效率。企業(yè)文化是企業(yè)成員的思想觀念、思維方式、行為方式以及企業(yè)規(guī)范、生存氣氛的總和，是企業(yè)在經(jīng)營過程中創(chuàng)造的具有企業(yè)特色的精神財富的總和，對企業(yè)員工有感召力和凝聚力。構(gòu)筑企業(yè)的約束與激勵機(jī)制應(yīng)從三個方面來考慮。企業(yè)要從物質(zhì)、精神等諸多方面來努力創(chuàng)造條件，使員工在工作崗位上體會到工作的樂趣，看到工作對自身的價值。企業(yè)一是應(yīng)做好使用能人留住人才的工作，需要有相應(yīng)措施，其主要內(nèi)容是事業(yè)留人、環(huán)境留人、制度留人、待遇留人、感情留人，缺少其中任何一項(xiàng)都會造成人才傷害。職業(yè)經(jīng)理以打造和規(guī)范企業(yè)管理秩序?yàn)槭姑瑥慕?jīng)營理念、管理技術(shù)、制度建設(shè)、團(tuán)隊(duì)培養(yǎng)等方面入手，使企業(yè)經(jīng)營管理有序運(yùn)行。（二）、人員流失嚴(yán)重 由于中小企業(yè)在制芳安排、利益分配、福利保障、精神文化建設(shè)、激勵等方面的問題，使其難以留住優(yōu)秀人才，尤其是中高層管理人員和關(guān)鍵部門關(guān)鍵人才，跳槽現(xiàn)象比較普遍。本論文主要分析我國中小企業(yè)在人力資源管理方面現(xiàn)狀和存在的問題，并針對性地提出了加強(qiáng)人力資源管理的建議，以期提高我國中小企業(yè)的競爭力。人力資本理論的先驅(qū)者——西奧多(五)利用網(wǎng)絡(luò)促進(jìn)中小企業(yè)人力資源管理科學(xué)化充分利用網(wǎng)絡(luò)，企業(yè)可以更好地進(jìn)行科學(xué)的人力資源開發(fā)、人才培訓(xùn)，高效地完成招聘計劃。(三)加強(qiáng)企業(yè)學(xué)習(xí)氛圍及員工培訓(xùn)對于中小企業(yè)，尤其是高新技術(shù)的企業(yè)，知識上的落伍，將直接導(dǎo)致企業(yè)在市場上缺乏競爭力。通過調(diào)查，了解和掌握中小企業(yè)在改革和發(fā)展中人力資源開發(fā)管理方面最迫切需要解決的問題，并以此確定我國中小企業(yè)人力資源開發(fā)管理的戰(zhàn)略目標(biāo)。(五)中小企業(yè)人力資源流失嚴(yán)重當(dāng)今市場競爭機(jī)制的不斷完善和人事制度改革的深入推進(jìn)，使得大中型企業(yè)與中小型企業(yè)之間的人力資源競爭空前激烈；中小企業(yè)在人力資源管理理念和管理制度等方面不完善，造成人力資源與企業(yè)發(fā)展戰(zhàn)略不匹配，人事任用不當(dāng)，績效考核體系、員工報償制度、激勵機(jī)制有缺陷不公正，培訓(xùn)缺乏效用，員工職業(yè)發(fā)展規(guī)劃滯后等問題，這些都會造成中小企業(yè)人力資源嚴(yán)重流失。一個優(yōu)秀的人力資源管理者不僅要懂得專業(yè)知識，還要十分熟悉勞動法律、法規(guī)及相關(guān)的政策，更要有大量的實(shí)踐經(jīng)驗(yàn)，這些都需要較長時間的刻苦鉆研和積累才能掌握。有閑置人才時又找借口，任意降低薪酬，減少經(jīng)營風(fēng)險?，F(xiàn)如今，我國中小企業(yè)的主要特點(diǎn)是量大、面廣、起點(diǎn)不高，多集中于勞動密集型產(chǎn)業(yè)。包括人力資源規(guī)劃、人員招聘、績效評估、員工培訓(xùn)、工資福利政策等等。s development and the up the establishment to adapt the management system which each kind of talented person must according to the market economy system request, the deepenedenter prise personnel system reform, speed up establishes adapts eachkind of talented person to grow the characteristic new talented person management must revolve the high quality leader only then, the management managerial talent, the specialized technical talented person and the technical worker four troops constructs, establishes each characteristic the classification control system, takes to pay specialattention to the innovation talented person, the pound talentedperson39。s development transportation qualified human resources, the present training work has bee asystem, strengthened the goal, market as under guidance production method, enterprise in order to survive, in order to develop also must ply with market development is a rule, is not taking person39。s will acplishes, may say in the modern management idea thehuman resources management is the enterprise culture resources management has three big contents：the employment advertise hires, the staff trains, the achievementsinspection, other work is all serveing for these three big human resources manage an art are a employment advertise enterprise39。人力資源管理還蘊(yùn)涵著一種認(rèn)識，現(xiàn)實(shí)中的人存在各種差異，只有與其他資源結(jié)合的人才有能力創(chuàng)造價值。s innovation ability and the creation in the work in the enterprise to be supposed to adopt high techand the high investment measure, makes the enterprise human capital unceasingly to rise in to the training education investment, both can meet theenterprise economy development needs, and can satisfy the talented person earnestly seeking which enhances to the professional profession development andindividual ability, this kind of investment can obtain pared to a material higher repayment, moreover this kind of repayment has the persistent effect and the ultra to talented person39。s development and the management is also facing the new opportunity and the enterprise takes what capital to meet the approaching enemy thenew opportunity and the new like or can not leave person this to be mostbasic,greatest,richest vigor Yuyuan group respective pany,Shanghai Qiaojiazhan group respective pany is forecast the market shift, promptly formulates the training plan,achieved ahead of time trains arrives, was allowed promptly to plywith the market shift, the market economy did not wait for the person。s development prompt supplement qualified human resources, the realization enterprise interior human resourcesreasonable effective from another angle, it’s guaranteesingpersonnel39。第一篇：淺談人力資源管理在中小企業(yè)中的作用Shallowly discusse the human resources management in enterprise39。s individual quality and the munity quality kind of low level petition the well known present enter prise petition isn39。Does not struggle does not snatch is the mediocre person, pany39。s drive dynamicsThe drive is the modern enterprise talented person resources development does the talented person resources on potential display andcan display in the great degree, relies on in the certain degree totalented person39。由此可見，人們的知識和能力也是戰(zhàn)略資源，需要隨機(jī)應(yīng)變的管理。s start first is the human resources start, forguarantees the production activity when the enterprise interior humanresources lack needs from exterior employment advertise talented person, for enterprise39。s will as the ever changing market situation, enterprise39。s raise and selects the use, sets up the heavy ability, theheavy actual acplishments, the heavy contribution, encourages tostart an undertaking, the encouragement innovation, the encouragementpetition servant new educates training to the talented person the enterprise must use trains and educates the function to cause the enterprise to bee “the study organization”, wears the strength tosharpen each kind of talented person39。它與傳統(tǒng)的人事管理有著本質(zhì)的區(qū)別。面對新世紀(jì)全球經(jīng)濟(jì)一體化和國內(nèi)經(jīng)濟(jì)轉(zhuǎn)型的兩大挑戰(zhàn)，其發(fā)展的核心問題是人才。由于缺少規(guī)劃導(dǎo)致人力資源管理上存在較大的隨意性，使得人員流動性較大，最終影響了企業(yè)正常的生產(chǎn)經(jīng)營。(四)中小企業(yè)人力資源管理的投入不足由于中小企業(yè)多數(shù)處于資金積累的成長期，而且大多數(shù)從事薄弱的傳統(tǒng)產(chǎn)業(yè)，資金積累是～個漫長的過程，對外融資又非常困難，所以資金實(shí)力相對薄弱。(六)公司戰(zhàn)略目標(biāo)不明確人力資源部門必須結(jié)合企業(yè)戰(zhàn)略的實(shí)施予以人力資源的支持和保證。(二)配備專門的人力資源管理人員并提高其素質(zhì)人力資源管理對于我國大多數(shù)企業(yè)來說還比較陌生，它的引進(jìn)也只是最近幾年的事。而且另一方面，中小企業(yè)的員工大部分都是年輕人，他們對于知識的渴求度是非常大的。人力資源管理網(wǎng)絡(luò)化的最大優(yōu)勢就是使企業(yè)內(nèi)部血脈通暢，信息傳遞迅捷，煥發(fā)活力，成為大網(wǎng)絡(luò)組織中的一個信息靈通的活躍結(jié)點(diǎn)。舒爾次也認(rèn)為“人力資本是人的知識、能力、健康等質(zhì)量的提高對經(jīng)濟(jì)成長的貢獻(xiàn)遠(yuǎn)比物質(zhì)資本和勞動力數(shù)量的增加重要”。關(guān)鍵詞競爭中小企業(yè)對策人力資源管理【研究目的和意義】企業(yè)擁有四大資源，即：人力資源、物質(zhì)資源、財力資源和信息資源。這一現(xiàn)象導(dǎo)致了人力資源損耗加載，使人力資本使用成本上升，企業(yè)正常的生產(chǎn)經(jīng)營秩序難以維系，影響企業(yè)員工隊(duì)伍的結(jié)構(gòu)優(yōu)化。職業(yè)經(jīng)理以實(shí)現(xiàn)企業(yè)利益最大化為奮斗目標(biāo)。二是建立科學(xué)的績效測評制度，使對職業(yè)經(jīng)理的薪酬激勵與績效掛鉤。讓每一位員工都意識到：員工是企業(yè)的上帝，命運(yùn)掌權(quán)在自己手里，激發(fā)出員工的無限熱清。其一，進(jìn)行有效的利益激勵。營造良好的企業(yè)文化應(yīng)從以下幾方面入手：①與社會主義精神文明建設(shè)相適應(yīng)，符合中華民族的傳統(tǒng)美/3德標(biāo)準(zhǔn)，不脫離我國的客觀實(shí)際。從外部引入職業(yè)經(jīng)理人就是利用“外腦”對企業(yè)進(jìn)行高效率的經(jīng)營運(yùn)作，克服企業(yè)不擅長現(xiàn)代經(jīng)營的困境。中小企業(yè)在促進(jìn)經(jīng)濟(jì)增長、緩解就業(yè)壓力等方面發(fā)揮著積極的作用。20世紀(jì)90年代以來的經(jīng)濟(jì)快速增長中，工業(yè)新增產(chǎn)值的70%以上是由中小企業(yè)創(chuàng)造的。企業(yè)應(yīng)該通過借鑒國外先進(jìn)的管理經(jīng)驗(yàn)，按照與國際接軌標(biāo)準(zhǔn)和規(guī)范，結(jié)合企業(yè)自身特點(diǎn)制訂適合企業(yè)發(fā)展的組織設(shè)計和職務(wù)分析、人力資源規(guī)劃、人員心理和素質(zhì)測評、績效考核制度及其它工作標(biāo)準(zhǔn)，幫助員工開發(fā)各種知識技能，提供實(shí)現(xiàn)個人專長的機(jī)會，鋪設(shè)