【正文】 然而隨著企業(yè)的進(jìn)一步發(fā)展，中小企業(yè)內(nèi)部存在的一系列問(wèn)題也逐漸暴露出來(lái)，特別是進(jìn)入2008年以來(lái)，金融危機(jī)對(duì)我國(guó)中小企業(yè)造成了巨大沖擊，中小企業(yè)的人力資源管理問(wèn)題愈加凸顯?！娟P(guān)鍵詞】 我國(guó)中小企業(yè)人力資源管理績(jī)效企業(yè)文化一、引言中小企業(yè)在國(guó)民經(jīng)濟(jì)中的地位和作用是十分重要的。只有兩方面同時(shí)并重，雙管齊下，中小企業(yè)才會(huì)在中國(guó)經(jīng)濟(jì)高速發(fā)展的大勢(shì)下走得更快、更穩(wěn)、更好。（四）、建立標(biāo)準(zhǔn)化、規(guī)范化、制度化的管理機(jī)制。②企業(yè)文化的核心是企業(yè)員工共同價(jià)值觀的形成從而導(dǎo)致企業(yè)全體人員的統(tǒng)一行為。要定期對(duì)員工進(jìn)行考核評(píng)估，優(yōu)秀的要給予獎(jiǎng)勵(lì)，差的應(yīng)予淘汰，從而促進(jìn)企業(yè)員工整體素質(zhì)的提高。實(shí)行員工持股制度，將企業(yè)的經(jīng)營(yíng)成果與員工的經(jīng)濟(jì)利益緊密結(jié)合在一起，促使員工自覺(jué)地關(guān)心企業(yè)的經(jīng)營(yíng)決策，努力為企業(yè)獲取最佳效益勤奮工作。建立與員工的對(duì)話制度；建立科學(xué)的業(yè)績(jī)考核制度；強(qiáng)化管理，培育企業(yè)組織的團(tuán)隊(duì)精神。為員工提供施展舞臺(tái)，激發(fā)員工的創(chuàng)新精神。因此，如何提高對(duì)中小企業(yè)人力資源的管理，是當(dāng)前中小企業(yè)發(fā)展急需解決問(wèn)題。三是要重視建立相應(yīng)的約束機(jī)制。中小企業(yè)的職業(yè)經(jīng)理忠實(shí)而嚴(yán)格地履行契約即是對(duì)企業(yè)的忠誠(chéng)。提高職業(yè)經(jīng)理人的忠誠(chéng)度 中小企業(yè)做大做強(qiáng)需要使用外部人才，但是，大多企業(yè)最放心不下的是職業(yè)經(jīng)理人的忠誠(chéng)。二、對(duì)策與措施/3（一）、從外部引入職業(yè)經(jīng)理人來(lái)加強(qiáng)企業(yè)優(yōu)勢(shì) 所謂職業(yè)經(jīng)理，是指在一個(gè)所有權(quán)、法人財(cái)產(chǎn)權(quán)和經(jīng)營(yíng)權(quán)分離的企業(yè)承擔(dān)法人財(cái)產(chǎn)的保值增值責(zé)任，由企業(yè)在職業(yè)經(jīng)理人市場(chǎng)上聘任，而其自身以受薪、股票期權(quán)等以獲得報(bào)酬為主要方式的企業(yè)經(jīng)營(yíng)管理專家。更主要的危害是在日益國(guó)際化的今天造成企業(yè)發(fā)展機(jī)會(huì)均等的喪失。因此，中小企業(yè)的人力資源管理有其自身的特殊性。其中，人力資源是指組織以人為中心開展一系列管理活動(dòng)，其目的是要把組織所需要的人力資源吸引到組織中來(lái)，將他們保留在組織內(nèi)，調(diào)動(dòng)他們的工作積極性，并開發(fā)他們的潛能，以便充分發(fā)揮他們的積極作用，已實(shí)現(xiàn)組織的服務(wù)目標(biāo)。這對(duì)很多企業(yè)帶來(lái)很多壓力，尤其是那些中小企業(yè)，而要使這些企業(yè)獲得更好的效益。黨的十六大報(bào)告明確提出“放手讓一切勞動(dòng)、知識(shí)、技術(shù)、管理和資本的活力競(jìng)相進(jìn)發(fā)”；要“確立勞動(dòng)、資本、技術(shù)和管理等生產(chǎn)要素按貢獻(xiàn)參與分配的原則”。人力資源開發(fā)管理部門應(yīng)處于企業(yè)管理的中心地位，同時(shí)應(yīng)納入企業(yè)經(jīng)營(yíng)總戰(zhàn)略和總決策中。具體地說(shuō)，企業(yè)可以通過(guò)網(wǎng)絡(luò)建立聊天室、公告欄、建議區(qū)、個(gè)人主頁(yè)等，每位員工可以通過(guò)網(wǎng)絡(luò)與其他部門或個(gè)人進(jìn)行橫向、縱向的交流。(四)解放思想，合理放權(quán)中小企業(yè)領(lǐng)導(dǎo)要解放思想，相信下屬，在做好企業(yè)的整體規(guī)劃時(shí)，不斷地給別人機(jī)會(huì)，合理放權(quán)。定期學(xué)習(xí)和培訓(xùn)是他們最為看重的兩點(diǎn)。其次采用外部培訓(xùn)的方式，組織他們到有這方面經(jīng)驗(yàn)的公司去學(xué)習(xí)交流。即使有人來(lái)?yè)?dān)任此職位卻缺少這方面的知識(shí)和經(jīng)驗(yàn)。因此在人力資源管理方面也不可能有明確的規(guī)劃，只能是走一步，看一步。在人力資源開發(fā)與管理活動(dòng)中，應(yīng)從戰(zhàn)略目標(biāo)出發(fā)，以戰(zhàn)略為指導(dǎo)，確保人力資源政策的正確性與有效性。在培訓(xùn)人才上，中小企業(yè)也很少投入。在引進(jìn)人才上，和大企業(yè)引進(jìn)人才時(shí)數(shù)十萬(wàn)、甚至上百萬(wàn)年薪相比，往往顯得無(wú)能為力。這些人士分布在各種類型的企業(yè)中，特別是外資企業(yè)和高新技術(shù)企業(yè)中聘用的較多。(二)信息技術(shù)在企業(yè)管理中未得到充分利用，人力部門仍忙于日常事務(wù)很多企業(yè)雖然建立了企業(yè)局域網(wǎng)，實(shí)現(xiàn)了與互聯(lián)網(wǎng)的連通，但很多企業(yè)的各級(jí)管理者和員工還不習(xí)慣通過(guò)網(wǎng)絡(luò)完成傳統(tǒng)的管理互動(dòng)內(nèi)容，網(wǎng)絡(luò)在企業(yè)管理中的價(jià)值沒(méi)有得到充分發(fā)揮。在缺少合格人員時(shí)，才考慮招聘，在人員素質(zhì)不符合企業(yè)發(fā)展需要時(shí)，才考慮培訓(xùn)。人才缺乏，尤其是高素質(zhì)的管理人才和高水平的技術(shù)人才的缺乏已嚴(yán)重制約了我國(guó)中小企業(yè)的健康發(fā)展。因此，要促進(jìn)經(jīng)濟(jì)持續(xù)增長(zhǎng)，就要優(yōu)先考慮人力資源的投入需要，由于人力資源具有社會(huì)性和成長(zhǎng)性的特點(diǎn)，企業(yè)必須用其系統(tǒng)的觀點(diǎn)，以開放的視角來(lái)認(rèn)識(shí)人力資源，在整合和優(yōu)化人力資源的同時(shí)，挖掘和提升人力資源的價(jià)值，這是人力資源有別與其他資源的關(guān)鍵，是企業(yè)管理活動(dòng)中必須關(guān)注的重點(diǎn)內(nèi)容。人力資源管理還蘊(yùn)涵著一種認(rèn)識(shí)，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(jià)值。使人盡其才，事得其人，人事相宜，以實(shí)現(xiàn)組織目標(biāo)的過(guò)程。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 and individual 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 working ability, the post patibility, the work goal and so on work nature and quantity and efficiencyinspection, es the science appraisal each staff to be petent thenature to the inspection is to staff39。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 most basic,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 petition, the personnel quality the international wellknown enterprise which because the modern enterprise39。s development prompt supplement qualified human resources, the realization enterprise interior human resources reasonable effective from another angle, it’s guaranteesing personnel39。s on to enable each person to develop his talents, matter itsperson, the human affairs are suitable, realizes the organization goal human resources management English abbreviation is “HRM”.Its connotation refers to the human resources the gain, the conformity, the drive as well as the regulative entire the human resource plan, the personnel advertise for, theachievements appraised, the staff trains, wages and welfare policy and so has essential with the traditional personnel management the human resources management also is containing one kind of understanding, in the reality person has each kind of difference, only with other resources unions talent people has the ability to create the people39。人力資源管理的另一個(gè)典型的特征是關(guān)于整合的概念，一整套的的員工政策、活動(dòng)和實(shí)踐需要前后連貫并同組織戰(zhàn)略結(jié)合起來(lái)。包括人力資源規(guī)劃、人員招聘、績(jī)效評(píng)估、員工培訓(xùn)、工資福利政策等等。s drive enterprise in the introduction of talent, the use needs positively to study individual demand and the system satisfies the feeling toindividual demand the influence as well as can have each kind of drive function mechanism, formulates the talented person troop inetreatment and its the post responsibility and the achievement,contributes the suspension hook the principle, implements according to the post, according to the duty, the distribution system which pays pensation according to the achievement, encourages element of production participation ine assignment and so on thetechnology,management, maximum limit arouses the talented person enthusiasm,finally realizes the enterprise economy development and the talented person resources development double abundant 三．The human resources department also must create the human resources department therefore the parison difficultywith acplishes the strategic status, is “spends” the departmentwith the human resources department to have the greatest relations,because needs to spend, therefore enterprise misterconsiders from the economic efficiency aspect, the implementation taps new resources andreduces expenses policy, irreproachable, the human resources department can not blame god and if can change this kind to be congenitally deficient, also turnsthe human resources department the creation profit the department,then the human resources department39。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 tal