发布时间 : 星期六 文章工商管理论文 人力资源管理论文更新完毕开始阅读139adcfa4693daef5ef73d3c
毕业设计（论文）
题 目：民营企业人力资源管理问题及对策研究
-----------以XXXXXX有限公司为案例
系 部： 专 业： 年 级： 学生姓名： 学号： 指导教师：
日 期：
I
目 录
摘要 ·····································································································1 Abstract ·····························································································2 前言 ·····································································································3 第1章 民营企业人力资源管理研究理论基础····································4 1.1 民营企业 ····················································································4 1.2 人力资源管理·············································································5 第2章 民营企业加强人力资源管理的必要性····································6 2.1 人力资源管理的一般作用 ··························································6 2.2民营企业的经营规模和人员规模不断扩大 ·································6 2.3 加强人力资源管理有助于提高民营企业的竞争力·····················6 2.4 人力资源管理能够提高员工的工作绩效····································7 第3章 XXXXXX发展及现状·································································8 3.1 XXXXXX创业及发展历史 ·························································8 3.2 XXXXXX人力资源管理现状 ·····················································9 3.2.1人力资源管理职能挂在总经理办公室 ·································9 3.2.2人力资源制度分散在各岗位制度中·····································9 3.2.3有较为明确的薪酬奖励体系 ················································9 第4章 XXXXXX人力资源管理问题及原因 ········································10 4.1民营企业管理者自身素质和观念问题 ·······································10 4.2缺乏人力资源的战略规划 ························································10
II
4.3机构设置不到位，缺乏专业的人力资源管理者 ······················ 11 4.4企业薪酬激励约束制度不到位 ················································ 11 4.5民营企业的人员流失严重并缺乏控制 ·····································12 4.6家族式管理模式使人力资源获取存在封闭性 ··························12 第5章 XXXXXX人力资源管理问题解决对策 ····································14 5.1 提高民营企业管理者自身素质和观念 ·····································14 5.2 制定人力资源规划，形成有效的人才梯队 ····································· 14 5.2.1制定人力资源规划 ·····························································14 5.2.2形成有效的人才梯队 ·························································15 5.2.3民营企业人士不足，可实施人事外包 ······································ 16 5.3 人力资源管理体系构建 ····························································16 5.3.1人力资源管理体系的结构··················································16 5.3.2人力资源管理工作的衔接··················································16 5.4 实施现代人力资源管理方案 ····················································17 5.4.1对管理人员实行年薪制 ·····················································17 5.5建立富有凝聚力的企业文化留住人才 ······································18 5.6内部招聘与外部招聘结合的招聘方式 ······································19 结论 ···································································································20 总结与体会 ························································································21 谢辞 ···································································································22 参考文献 ···························································································23 附录 ···································································································24
III
民营企业人力资源管理及对策研究
——以XXXXXX为例
摘要
随着中国市场经济的不断深化，企业竞争日趋激烈，人力资源作为最具活力、
最具发展前景、最具收益的战略资源，成为企业参与竞争和谋求发展的主导因素。人力资源是企业最重要的竞争资源。本文通过定量调查、定性分析等方式对浙江民营企业的人员招聘、培训、薪酬管理、绩效考核、激励措施等人力资源管理问题进行了调查分析，认为民营企业在人力资源管理方面仍处于传统人事管理阶段，人力资源管理机构定位低，对培训投入严重不足，且缺乏有效的激励机制。导致的原因有民营企业对人力资源管理重视程度不够，加上受传统中国人情关系的影响，人力资源管理的目标不清，各种管理手段效果不佳。且民营企业生产部门效率不高、不能及时补充货源，销售部门应收帐款回收情况不理想等问题都可以归结到人力资源管理中去解决。要解决这一问题，不仅要提高认识，而且要不断完善人力资源管理体系，在员工激励、人员配置和企业文化建设等方面下功夫。
关键词：民营企业，人力资源管理，问题分析，建议
IV