工商大学吴建华论文题目和提纲

2020-03-03 06:40:06 来源：范文大全收藏下载本文

论当前中小民营人力资源管理问题及应对策略

目

录

1 引言 ···································································································· 错误！未定义书签。 2 民营企业人力资源管理相关概念 ······································ 错误！未定义书签。

1、民营企业概念与特点 ······························································· 错误！未定义书签。 2、力资源管理的定义及其内容 ·················································· 错误！未定义书签。

3 民营企业加强人力资源管理的必要性 ·······························································

1、人力资源管理的一般作用 ···························································································

2、营企业的经营规模和人员规模不断扩大 ·································································

3、资源管理有助于提高民营企业的竞争力 ·································································

4、资源管理能够提高员工的工作绩效 ·········································································

4 民营企业人力资源管理案例分析 ·········································································

4.1 A公司创业及发展历史 ······························································································· 4.2 A公司人力资源管理现状 ···························································································

4.2.1人力资源管理职能挂在总经理办公室 ························································· 4.2.2人力资源制度分散在各岗位制度中 ···························································· 4.2.3有较为明确的薪酬奖励体系 ········································································

4.3 A公司人力资源管理问题及原因 ··············································································

4.3.1民营企业管理者自身素质和观念问题 ························································· 4.3.2缺乏人力资源的战略规划 ············································································ 4.3.3机构设置不到位，缺乏专业的人力资源管理者 ········································· 4.3.4企业薪酬激励约束制度不到位 ···································································· 4.3.5民营企业的人员流失严重并缺乏控制 ························································· 4.3.6家族式管理模式使人力资源获取存在封闭性 ············································· 4.3.7对职位没有进行详细的工作分析 ································································

5 民营企业走出人力资源管理困境的对策 ··························································

5.1 制定人力资源规划，形成有效的人才梯队 ···························································

5.1.1制定人力资源规划 ······················································································· 5.1.2形成有效的人才梯队 ···················································································

5.2 内部招聘与外部招聘结合的招聘方式 ···································································· 5.3 实施现代人力资源管理方案 ·····················································································

5.2.1人力资源规范化管理——3P模式 ······························································· 5.2.2对管理人员实行年薪制 ··············································································· 5.4 民营企业管理资源不足，可实施人事外包 ························· 错误！未定义书签。 5.5 建立富有凝聚力的企业文化 ··················································· 错误！未定义书签。

结

论 ······································································································································· 参考文献 ·································································································································

引言

改革开放以来，我国各行各业都涌现出了一大批“风光一时”的企业和企业家。但随着大批企业在发展过程中在经济现象中走出“倒U曲线”，一批又一批的企业家也就随风而逝。从整体看，民营企业的发展状况比国营企业在许多方面甚至还要艰难些，很多企业都呈现出“昙花一现，步履维艰”的现象。进入知识经济时代后，我国的企业迫切需要高素质的人力资源。但是企业自产生时就由于各种历史原因导致企业本身先天不足，而在其发展中又由于低水平的管理模式，落后的人才观念，不完善的薪酬制度，缺乏沟通与交流，忽视员工的学习、培训及人才自身事业的发展和职业生涯规划，还有企业主的人格缺陷等使得企业的发展受困于自身的“人才陷阱”。即一方面急需高素质的人才，另一方面在得到高素质的人才后很难凭着有效的人力资源管理在较长时间内留住人才，并发挥其最大潜能。胡锦涛总书记提出“一人为本”可持续胡科学发展观。

重庆工商大学

吴建华

211年7月26日

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