【正文】 ................. 14 績(jī)效考核 ................................................................................................................ 17 員工培訓(xùn) ................................................................................................................ 18 激勵(lì)機(jī)制 ................................................................................................................ 19 051 基地人力資源的 SWOT 分析 ................................................................................. 20 4 中國(guó)兵器工業(yè) 051 基地人力資源管理 存在的問(wèn)題及原因 ................................................. 22 中國(guó)兵器工業(yè) 051 基地人力資源管理存在的問(wèn)題 .................................................... 22 人力資源管理知識(shí)薄弱，觀念落后 .................................................................... 22 管理目標(biāo)不明確，績(jī)效考核機(jī)制不完善 ............................................................ 23 員工素質(zhì)與基地戰(zhàn)略不相適應(yīng)，缺乏人力資源后續(xù)開(kāi)發(fā) ................................ 24 缺乏完善培訓(xùn)體系 ................................................................................................ 25 II 激勵(lì)機(jī)制不健全 .................................................................................................... 25 管理層與基層溝通不足，忽視基層員工的主動(dòng)性 ............................................ 26 中國(guó)兵器工業(yè) 051 基地人力資源管理存在問(wèn)題的原因分析 .................................... 26 受傳統(tǒng)計(jì)劃經(jīng)濟(jì)體制的影響 .............................................................................. 26 受國(guó)有企業(yè)管理特殊性的影響 .......................................................................... 27 受管理者專業(yè)素質(zhì)的影響 .................................................................................. 27 5 中國(guó)兵器工業(yè) 051 基地人力資源管理的對(duì)策 ..................................................................... 29 管理層加強(qiáng)學(xué)習(xí)人力資源管理知識(shí)，增加經(jīng)驗(yàn) ........................................................ 29 建立科學(xué)合理的人力資源管理體系 ............................................................................ 29 明確人力資源管理目標(biāo) ......................................................................................... 29 合理科學(xué)的招聘與配置 ......................................................................................... 30 加強(qiáng)員工培訓(xùn)，提高員工素質(zhì)建設(shè) .................................................................... 31 建立培訓(xùn)體系 ........................................................................................................ 32 建立完善的績(jī)效考核機(jī)制 .................................................................................... 33 完善激勵(lì)機(jī)制 ........................................................................................................ 34 和諧溝通，搭建人力資源管理的互動(dòng)平臺(tái) ......................................................... 35 使用科學(xué)的管理工具 .................................................................................................... 36 人力資源管理軟件的使用 .................................................................................... 36 人力資源外包 ........................................................................................................ 36 6 結(jié) 論 ..................................................................................................................................... 38 參考文獻(xiàn) ..................................................................................................................................... 39 致 謝 ......................................................................................................................................... 41 學(xué)位論文知識(shí)產(chǎn)權(quán)聲明 ............................................................................................................. 42 學(xué)位論文獨(dú)創(chuàng)性聲明 ................................................................................................................. 43 1 緒 論 1 1 緒 論 研究背景 在國(guó)外，人力資源管理作為管理學(xué)的一個(gè)重要分支在西方已經(jīng)歷了幾十年的演變，發(fā)達(dá)國(guó)家無(wú)不把人力資源管理視為促進(jìn)經(jīng)濟(jì)發(fā)展的頭等任務(wù)。 s four parts, China North Industries 051 human resource base .Management Situation and Analysis. Number of employees from the base status, educational background, ability and quality, job structure were discussed. And on this basis, analysts pointed out that the existing base of human resources management issues, and conduct from the traditional planned economic system, stateowned enterprises managed by the special nature of the impact of professional quality by the manager for three reasons analysis. The fifth part focuses on six areas from the China North Industries 051 base address human resource management. Management of existing problems. Part VI conclusions and outlook. summarizes the thesis that lack of research, and human resource management trends in future research prospects. Goal of this research is to look forward to 051 bases of China Ordnance Industry Problems with the research and analysis, to human resources management of the enterprise can better carry out the work, carried out more systematically to regulate the management of implementation. Through the collection of literature methods, such as survey, a preliminary thesis research objectives are achieved. However, due to the limited literature data collected by the author, the interviewee is only part of managers and staff representatives, so the thesis is not enough depth of excavation, the direction of future research in human resource management in the theory, human resources development related issues expansion of research. Key Words: 051Base。 the second part, explain the basic theory of human resource management. This part describes the concept of human resource management and characteristics of human resource management and personnel management of the parison, the basic content and basic principles of enterprise human resource management role。s accession to WTO, enterprises should pete with worldclass, we must attach importance to corporate human resources, planning, science and reasonable to strengthen the human resource management, human resources, enhance the petitiveness of enterprises. With China North Industries 051 bases, human resources management d