【正文】 D Program, National Natural Science Foundation and other national programs and foundations. It has also built the National Engineering Research Center and the National Engineering Laboratory, implemented the Skills Training Plan of the “HundredThousandTen Thousand Project,” Changjiang Scholars Program and some other major human resourcesrelated programs. In addition, it has invested more in science and technology and implemented the Project on Upgrading the Knowledge of Technical Professionals. As a result, it has trained a large number of scientific and technical professionals with high qualifications, and attracted highcaliber personnel from overseas. In 2022 the fulltime Ramp。 undergraduates studying at all sorts of universities and colleges numbered million and postgraduate students million. The development of national education has remarkably raised employees’ educational level. By the end of 2022, the average schooling of people above 15 years old had reached nearly years, while that of the majority of the working population was years, of which % had received higher education. The average education time of newly increased labor force amounted to years.Third：Good progress in talent developmentPeople having professional knowledge or special skills who contribute to society through creative work are highly regarded in China. They are a highability and highquality labor force among human resources. The Chinese government has drawn up and implemented a series of major principles and policies to advance the building of contingents of people of all kinds for the Party and government, enterprise operation and management, professional techniques, high technology, rural affairs and social work in an allround way. Through years of efforts, the number of talented people has maintained a stable increase, with improved quality, optimized structure and gradually rising utilization efficiency. Human resources are the primary factor in economic and social development, and are playing an increasingly important role in China’s modernization. China has always paid great attention to human resources development. In the new century, China has made a major decision to rejuvenate the nation through human resources development, aiming to train thousands of millions of highquality workers, hundreds of millions of professionals and a large group of topnotch innovative personnel, and set up a largescale and rationally structured contingent of highcaliber personnel. In 2022 the Chinese government incorporated this strategy into the FiveYear Plan for National Economic and Social Development. Since 2022 it has intensified efforts in the sphere of toplevel design and systematic planning of human resources development. It formulated the Outline of the National Plan for Medium and Longterm Scientific and Technological Development (20222020), Outline of the National Plan for Medium and Longterm Human Resources Development (20222020) and Outline of the National Plan for Medium and Longterm Educational Reform and Development (20222020), focusing on a strategy of prioritizing human resources development in the course of economic and social development. 24 / 32The plans formed the country’s guidelines on the overall development of human resources in urban and rural areas, among different regions, industries and trades, and among the public and nonpublic sectors, ensuring that everyone has an equal opportunity in benefiting from related policies and participating in human resources development, and striving to realize a coordinated development of human resources of all types.To meet the need of establishing an innovative nation, the Chinese government has launched the National Hightech Ramp。 and higher education is being more popular. In 2022 the total number of senior middle school students in China amounted to million。 the number of employees had reached million, of whom million were urban employees, increases of million and million, respectively, pared with the year 2022.Remarkable improvement of education. China gives priority to education in its development strategy, and has established a paratively plete national modern educational system. In 2022 NineYear Compulsory Education was made universal throughout the country, and illiteracy among people between the ages of 20 and 50 was basically eliminated. The number of teenagers attending senior middle school has increased greatly。 the people’s education and health levels have been remarkably improved。畢竟“經(jīng)師易得，人師難求” ，希望借此機會向蘇科老師表示最衷心的感謝！此外，本文最終得以順利完成，也是與我的同學幫助分不開的，雖然他們沒有直接參與我的論文指導，但在選擇材料時也給我提供了不少的意見，提出了一系列可行性的建議。本學位論文是在我的指導老師蘇科老師的親切關懷與細心指導下完成的。您治學嚴謹，學識淵博，思想深邃，視野雄闊，為我營造了一種良好的精神氛圍。 偉人、名人為我所崇拜，可是我更急切地要把我的敬意和贊美獻給一位平凡的人，我的導師。在不斷總結不斷改進的過程中發(fā)展人力資源管理。作為一個優(yōu)秀的企業(yè)一定要認真學習好傳統(tǒng)文化，汲取傳統(tǒng)文化的精髓，將其應用到現(xiàn)代人力資源管理中。19 / 32結 論隨著市場經(jīng)濟的發(fā)展，人類社會進入了知識經(jīng)濟時代，人力資本成為企業(yè)的第一競爭要素，人力資源管理的重要性愈加明顯。此外人力資源部門要從以往的“行政支持”轉(zhuǎn)變?yōu)椤安呗缘幕I劃及執(zhí)行”，為業(yè)務部門提供增值服務，這需要人力資源部門主動了解企業(yè)的經(jīng)營目標，了解各業(yè)務部門需求，多方面了解企業(yè)職能、產(chǎn)品、生產(chǎn)、銷售、企業(yè)使命、價值觀、企業(yè)文化，并圍繞目標實現(xiàn)的高度來設計對員工的基本技能和知識、態(tài)度的要求，深入企業(yè)的各個環(huán)節(jié)來調(diào)動和開發(fā)人的潛能，將人力資源策略與企業(yè)的經(jīng)營策略結合起來，去支持企業(yè)實現(xiàn)經(jīng)營目標。 四、轉(zhuǎn)變角色，提升人力資源部門地位真正實現(xiàn)角色的轉(zhuǎn)變，提升人力資源部門在企業(yè)中的地位，就需要人力資源部門能從企業(yè)經(jīng)營目標的背景下來思考和研究問題，要了解企業(yè)的經(jīng)營狀況、影響業(yè)績的原因，在18 / 32公司的高層會議上，能從人力資源的角度提出提高公司業(yè)績的建議，而不單單是被動地執(zhí)行公司的命令。三、建立獎罰分明的薪酬制度薪酬制度是企業(yè)對員工進行物質(zhì)激勵的一項主要內(nèi)容，關系到員工積極性的發(fā)揮和企業(yè)生產(chǎn)效率的高低。三是重點突出，要結合國際工程承包企業(yè)經(jīng)營業(yè)務實際，在培訓中重點突出項目經(jīng)理班子人員的培訓。二是多樣化，即堅持企業(yè)內(nèi)部培訓和外部培訓相結合以及請進來和走出去培訓相結合的多樣化培訓形式。例如，國際工程承包企業(yè)完善員工培訓體系，重點要從以下三個方面進一步加強：一是全過程，即企業(yè)培訓要貫穿于每個員工在企業(yè)供職的整個過程之中。二、加強員工培訓力度現(xiàn)代企業(yè)越來越重視員工培訓。舒爾茨也認為“人力資本是人的知識、能力、健康等質(zhì)量的提高，其對經(jīng)濟成長的貢獻遠比物質(zhì)資本和勞動力數(shù)量的增加重要”。其次，樹立人力資本觀念。第三節(jié) 我國人力資源管理的發(fā)展對策17 / 32一、更新觀念，建立正確的人才觀首先，企業(yè)應樹立人力資源開發(fā)與管理是企業(yè)戰(zhàn)略性管理的觀念。因此，人力資源管理所采用的管理方式也只能是事后的修補措施，而真正的人力資源規(guī)劃也成為一種想象，根本無法有效地實行?！　〉谒?，定位太低，人力資源部門難有作為。在企業(yè)中，有相當比例的員工工作積極性不高，公司經(jīng)營者和專業(yè)技術人才的創(chuàng)造力得不到充分的發(fā)揮，主要原因就是缺乏有效調(diào)動積極性的激勵機制，在分配上還存在一定程度的平均主義，工資不能按崗位、能力、貢獻拉開差