****科技大學(xué)
本科畢業(yè)論文
論題：民營(yíng)企業(yè)人力資源管理問(wèn)題及對(duì)策研究
摘要
隨著中國(guó)市場(chǎng)經(jīng)濟(jì)的不斷深化，企業(yè)競(jìng)爭(zhēng)日趨激烈，人力資源作為最具活力、最具發(fā)展前景、最具收益的戰(zhàn)略資源，成為企業(yè)參與競(jìng)爭(zhēng)和謀求發(fā)展的主導(dǎo)因素。人力資源是企業(yè)最重要的競(jìng)爭(zhēng)資源。本文通過(guò)定量調(diào)查、定性分析等方式對(duì)浙江民營(yíng)企業(yè)的人員招聘、培訓(xùn)、薪酬管理、績(jī)效考核、激勵(lì)措施等人力資源管理問(wèn)題進(jìn)行了調(diào)查分析，認(rèn)為民營(yíng)企業(yè)在人力資源管理方面仍處于傳統(tǒng)人事管理階段，人力資源管理機(jī)構(gòu)定位低，對(duì)培訓(xùn)投入嚴(yán)重不足，且缺乏有效的激勵(lì)機(jī)制。導(dǎo)致的原因有民營(yíng)企業(yè)對(duì)人力資源管理重視程度不夠，加上受傳統(tǒng)中國(guó)人情關(guān)系的影響，人力資源管理的目標(biāo)不清，各種管理手段效果不佳。且民營(yíng)企業(yè)生產(chǎn)部門(mén)效率不高、不能及時(shí)補(bǔ)充貨源，銷(xiāo)售部門(mén)應(yīng)收帳款回收情況不理想等問(wèn)題都可以歸結(jié)到人力資源管理中去解決。要解決這一問(wèn)題，不僅要提高認(rèn)識(shí)，而且要不斷完善人力資源管理體系，在員工激勵(lì)、人員配置和企業(yè)文化建設(shè)等方面下功夫。

關(guān)鍵詞：民營(yíng)企業(yè)；人力資源管理；問(wèn)題分析；建議
Abstract
With the deepening of China's market economy, the enterprise competition becomes increasingly fierce, the human resources as the most dynamic, the most promising, the most revenue strategic resources, become enterprises to participate in the competition and the dominant factors seeks the development. Human resources are the most important competition resources enterprise. This article through quantitative survey, qualitative analysis of zhejiang civilian-run enterprise means such as the staff recruitment, training, compensation management, performance appraisal, incentive measures human resources management issues that was investigated and private enterprise in human resources management is still in the traditional personnel management, human resources management institutions stage of training, positioning low devotion severity shortage, and lack of effective incentive mechanism. The causes of a private enterprise of human resources management, plus enough attention by the influence of traditional Chinese human relationship, human resources management goal is not clear, various management means the effect not beautiful. And private enterprise production efficiency is not high, cannot seasonable complement source, sales department receivable recovery situation is not perfect question can be attributed to human resources management to solve the problem. To solve this problem, not only to improve the understanding, and will constantly perfect the human resource management system, the motivational and staffing and enterprise culture construction aspect.
Keywords: private enterprise; Human resources management; Problems analysis; suggest

目 錄
1 引言 1
2 民營(yíng)企業(yè)人力資源管理相關(guān)概念 2
2.1 民營(yíng)企業(yè)概念與特點(diǎn) 2
2.2 人力資源管理的定義及其內(nèi)容 3
3 民營(yíng)企業(yè)加強(qiáng)人力資源管理的必要性 4
3.1 人力資源管理的一般作用 4
3.2 民營(yíng)企業(yè)的經(jīng)營(yíng)規(guī)模和人員規(guī)模不斷擴(kuò)大 4
3.3 加強(qiáng)人力資源管理有助于提高民營(yíng)企業(yè)的競(jìng)爭(zhēng)力 4
3.4 人力資源管理能夠提高員工的工作績(jī)效 5
4 民營(yíng)企業(yè)人力資源管理案例分析 6
4.1 A公司創(chuàng)業(yè)及發(fā)展歷史 6
4.2 A公司人力資源管理現(xiàn)狀 7
4.2.1人力資源管理職能掛在總經(jīng)理辦公室 7
4.2.2人力資源制度分散在各崗位制度中 7
4.2.3有較為明確的薪酬獎(jiǎng)勵(lì)體系 7
4.3 A公司人力資源管理問(wèn)題及原因 7
4.3.1民營(yíng)企業(yè)管理者自身素質(zhì)和觀念問(wèn)題 7
4.3.2缺乏人力資源的戰(zhàn)略規(guī)劃 8
4.3.3機(jī)構(gòu)設(shè)置不到位，缺乏專(zhuān)業(yè)的人力資源管理者 8
4.3.4企業(yè)薪酬激勵(lì)約束制度不到位 8
4.3.5民營(yíng)企業(yè)的人員流失嚴(yán)重并缺乏控制 9
4.3.6家族式管理模式使人力資源獲取存在封閉性 9
4.3.7對(duì)職位沒(méi)有進(jìn)行詳細(xì)的工作分析 10
5 民營(yíng)企業(yè)走出人力資源管理困境的對(duì)策 11
5.1 制定人力資源規(guī)劃，形成有效的人才梯隊(duì) 11
5.1.1制定人力資源規(guī)劃 11
5.1.2形成有效的人才梯隊(duì) 11
5.2 內(nèi)部招聘與外部招聘結(jié)合的招聘方式 12
5.3 實(shí)施現(xiàn)代人力資源管理方案 12
5.2.1人力資源規(guī)范化管理——3P模式 12
5.2.2對(duì)管理人員實(shí)行年薪制 13
5.4 民營(yíng)企業(yè)管理資源不足，可實(shí)施人事外包 14
5.5 建立富有凝聚力的企業(yè)文化 14
結(jié) 論 16
致 謝 17
參考文獻(xiàn) 18