【正文】 資源管理理念的滯后?，F(xiàn)階段，絕大多數(shù)企業(yè)把人力僅僅視為一種資源，這會給企業(yè)發(fā)展帶來兩方面的弊端：一方面，不承認(rèn)人力資本的貢獻的一個嚴(yán)重后果就是使得企業(yè)內(nèi)部失信狀況嚴(yán)重；另一方面，人力資本得不到承認(rèn)，就必然引起非理性的反抗。第二，經(jīng)營管理與考核脫節(jié)。從實際來看，績效考核不能實現(xiàn)戰(zhàn)略目的現(xiàn)象也是十分常見的。第三，缺乏行之有效的、能夠充分反映個人業(yè)績和貢獻的薪酬體系。員工的收入與其績效不能掛鉤，則無法針對不同階層的員工產(chǎn)生激勵效果。受職權(quán)限制，人力資源部門與其他業(yè)務(wù)部門溝通困難，人力資源部門作為一個內(nèi)部部門對業(yè)務(wù)部門提供服務(wù)和支持，而對企業(yè)經(jīng)營的業(yè)務(wù)缺乏深入了解的機會，缺乏對企業(yè)的洞察力。人力資源部的實際工作停留在主管層以下，造成考核制度體系不完善，激勵機制不健全，繼任計劃不完善等問題。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，同時應(yīng)納入企業(yè)經(jīng)營總戰(zhàn)略和總決策中。人力資本理論的先驅(qū)——西奧多最后，正確的人才觀還必須建立正確的求才、用才、留才機制及合理的人才流動政策。從某種意義上說，一個企業(yè)重視員工培訓(xùn)和開發(fā)工作的程度，決定了其未來競爭的潛力。新員工進入企業(yè)首先進行上崗培訓(xùn)，在成為正式員工后，根據(jù)不同崗位的需要，進行各種在職培訓(xùn)，同時鼓勵職工進行各種繼續(xù)教育，并在職工承諾繼續(xù)為企業(yè)服務(wù)的前提下，為員工負(fù)擔(dān)相應(yīng)學(xué)習(xí)費用。加強企業(yè)內(nèi)部培訓(xùn)機構(gòu)力量，為企業(yè)培養(yǎng)專業(yè)技術(shù)骨干和管理人才；把企業(yè)有潛力的青年職工送到國外先進企業(yè)進行短期培訓(xùn)等。培訓(xùn)內(nèi)容主要為專業(yè)技能、團隊精神和國際商務(wù)，使他們能很好地掌握各自領(lǐng)域知識，適應(yīng)國際競爭的需要。良好的薪酬管理模式要注意以下問題：企業(yè)薪酬體系必須要有激勵性；薪酬體系的建立，必須以崗位設(shè)計和崗位評價為基礎(chǔ)；員工的薪酬必須要結(jié)合績效考評，使每個員工的收入與他們的工作業(yè)績好壞、對企業(yè)貢獻大小緊密聯(lián)系在一起。同時還要求人力資源部門本身要懂得重點管理的原則，對日常事務(wù)如員工的招聘、各種培訓(xùn)、薪資設(shè)計等等可以交給專業(yè)化公司做，而把大部分精力放在研究、預(yù)測、分析、溝通并制定計劃方面。要真正實現(xiàn)角色的轉(zhuǎn)變，還要求人力資源從業(yè)人員具備企業(yè)經(jīng)營的知識和管理能力。為了建立社會主義和諧社會，促進我國經(jīng)濟的發(fā)展，每個企業(yè)都應(yīng)該研究自身在人力資源管理中存在的問題，并就此制定相應(yīng)的對策來提升企業(yè)的績效，提高企業(yè)的核心競爭力。中國傳統(tǒng)文化博大精深有很多值得我們學(xué)習(xí)研究的地方，是很有價值的歷史文化，對我國現(xiàn)階段的人力資源管理起到了很好的指導(dǎo)作用。20 / 32致 謝四年的求學(xué)生涯在師長、親友的大力支持下，走得辛苦卻也收獲滿囊，在論文即將付梓之際，思緒萬千，心情久久不能平靜。我不是您最出色的學(xué)生，而您卻是我最尊敬的老師。授人以魚不如授人以漁，置身其間，耳濡目染，潛移默化，使我不僅接受了全新的思想觀念，樹立了宏偉的學(xué)術(shù)目標(biāo)，領(lǐng)會了基本的思考方式，從論文題目的選定到論文寫作的指導(dǎo)，經(jīng)由您悉心的點撥，再經(jīng)思考后的領(lǐng)悟，常常讓我有“山重水復(fù)疑無路，柳暗花明又一村” 。從課題的選擇到論文的最終完成，蘇科老師始終都給予了細(xì)心的指導(dǎo)和不懈的支持，值得一提的是，蘇科老師對學(xué)生認(rèn)真負(fù)責(zé)，在他的身上，可以感受到學(xué)者的嚴(yán)謹(jǐn)和務(wù)實，蘇科老師在忙碌工作之余熬夜為我修改論文，我非常感動，也非常感謝蘇科老師。 21 / 32參考文獻[1]曾志偉， 王鐵驪. 我國本科創(chuàng)新型人才培養(yǎng)模式的構(gòu)建. .[2]趙洋，. [3].[4]李強華.《 管子》 28 卷第 10 期.[5] .. [6] “道” “德” ..[7] .[8].[9]. [10](雙月刊). [11] Susan C. Schneider＆JeanLouis Barsou Managing Across Cultures，Prentice Hall Europe,1997,121P.22 / 32附 錄一、英文翻譯China human resources management situation Tyman BeardFirst：The Basic Situation of China’s Human ResourcesChina is a developing country with the largest population in the world. Its billion people are a vast reservoir of human resources. Actively developing human resources, bringing into full play the potential ability and value of each individual and promoting the people’s allround development so as to provide powerful labor and intellectual support for China’s modernization drive and to realize its transformation from a country rich in human resources to one with powerful human resources, is a significant aim the Chinese government has been cherishing and a major undertaking it has been unremittingly advancing.Since the founding of New China in 1949, and especially since the reform and openingup policies were introduced in the late 1970s, the Chinese government, upholding the idea of putting people first, has actively implemented the principle of respecting labor, knowledge, talent and creativity, and has adopted a series of policies and measures to boost employment and develop education, science and technology, culture, public health and social security, striving to create a favorable environment and conditions for the people’s allround development. Currently, China’s employment situation is stable on the whole。 and a galaxy of talented people in various fields urgently needed by national construction has appeared. They are playing an important role in promoting the development of all economic and social undertakings.In accordance with the requirements of the socialist market economy system, and to promote sustainable development and social harmony, the Chinese government pays attention to the fundamental function of the market in deploying human resources, while vigorously promoting institutional reforms in the fields of economy, science, technology and education, constantly deepening the reform of the cadre related system, and pursuing the strategy of rejuvenating the country through science and education and that of strengthening the nation with trained personnel, and a proactive employment policy. It has also established and improved the human resources development mechanism to train, attract, use and support talented people, and accelerated human resources legal construction, thereby opening up a human resources development path conforming to China’s national conditions.Second：The Basic Situation of China’s Human ResourcesA large population and rich human resources constitute the basic national situation of China. For years, the Chinese government has pursued proactive and effective policies and measures to 23 / 32enhance the development and utilization of human resources, bringing about remarkable changes in this field.Human resources growing in scale. By the end of 2022 China’s total population had reached billion (excluding that of the Hong Kong and Macao Special Administrative Regions and Taiwan Province), which contains a labor force of billion persons, million more than in 2022。 vocational education has been especially enhanced。 students at various secondary vocational schools numbered million。D Program (863 Program), National Key Basic Research Program (973 Program), National Key Technology Ramp。D personnel nationwide reached 1,965,400, some times the 1991 figure. Among these there were 1,593,400 fulltime scientists and engineers, times the 1991 figure. A total of 2,146 centers for postdoctoral studies and 1,642 postdoctoral workstations were set up, and the number of postdoctoral researchers exceeded 70,000.To meet the needs of taking a new road to industrialization and optimizing and upgrading the industrial structure, the Chinese government has implemented the National Plan for Developing Skilled Personnel, set up public training bases and national demonstration bases for the training of highlyskilled personnel, and striven to create a contingent of skilled personnel for different industries. The state has made great efforts to train people with practical skills for the countryside, implemented a plan to enhance these