民營企業(yè)人力資源管理問題及對(duì)策研究報(bào)告篇一：民營企業(yè)人力資源管理問題及對(duì)策研究天津大學(xué)

本科生畢業(yè)設(shè)計(jì)任務(wù)書

專業(yè)商務(wù)管理班

設(shè)計(jì)題目：民營企業(yè)人力資源管理問題及對(duì)策研究

完成期限：

自年月日至年月日止

注：1.本任務(wù)書一式兩份，一份院或系留存，一份發(fā)給學(xué)生，任務(wù)完成后附在說明書內(nèi)。

2.“檢查人簽名”一欄和“指導(dǎo)教師批準(zhǔn)日期”由教師用筆填寫，其余各項(xiàng)均要求打印。

一、設(shè)計(jì)原始依據(jù)

改革開放以來，我國各行各業(yè)都涌現(xiàn)出了一大批“風(fēng)光一時(shí)”的企業(yè)和企業(yè)家。但隨著大批企業(yè)在發(fā)展過程中在經(jīng)濟(jì)現(xiàn)象中走出“倒U曲線”，一批又一批的企業(yè)家也就隨風(fēng)而逝。從整體看，民營企業(yè)的發(fā)展?fàn)顩r比國營企業(yè)在許多方面甚至還要艱難些，很多企業(yè)都呈現(xiàn)出“曇花一現(xiàn)，步履維艱”的現(xiàn)象。進(jìn)入知識(shí)經(jīng)濟(jì)時(shí)代后，我國的企業(yè)迫切需要高素質(zhì)的人力資源。但是企業(yè)自產(chǎn)生時(shí)就由于各種歷史原因?qū)е缕髽I(yè)本身先天不足，而在其發(fā)展中又由于低水平的管理模式，落后的人才觀念，不完善的薪酬制度，缺乏溝通與交流，忽視員工的學(xué)習(xí)、培訓(xùn)及人才自身事業(yè)的發(fā)展和職業(yè)生涯規(guī)劃，還有企業(yè)主的人格缺陷等使得企業(yè)的發(fā)展受困于自身的“人才陷阱”。即一方面急需高素質(zhì)的人才，另一方面在得到高素質(zhì)的人才后很難憑著有效的人力資源管理在較長時(shí)間內(nèi)留住人才，并發(fā)揮其最大潛能。

民營企業(yè)獨(dú)具的靈活性和創(chuàng)新性，使其無論是在企業(yè)數(shù)量還是提供就業(yè)機(jī)會(huì)上都對(duì)我國的國民經(jīng)濟(jì)作出了重要的貢獻(xiàn)，在我國國民經(jīng)濟(jì)中占有重要的地位。盡管民營企業(yè)在如此環(huán)境中不斷發(fā)展壯大，為社會(huì)穩(wěn)定、經(jīng)濟(jì)發(fā)展作出了不可忽視的貢獻(xiàn)，但由于其自身的、歷史的原因，在發(fā)展的過程中急需規(guī)范管理。目前我國有很大一部分民營企業(yè)在人力資源方面存在眾多的問題，沒有建立起真正意義上的人力資源戰(zhàn)略體系。據(jù)統(tǒng)計(jì)GDP的50%以上，社會(huì)就業(yè)崗位的70%以上都來自民營民營企業(yè)。而據(jù)對(duì)民營企業(yè)調(diào)查，被問到制約企業(yè)發(fā)展最重要的資源時(shí)，63%企業(yè)主認(rèn)為是融資，47%回答是產(chǎn)品銷售，38%認(rèn)為是市場(chǎng)開拓，只有33%的企業(yè)主將人才和提高內(nèi)部人力資源放在迫切需要解決議程上。這種人力資源管理上的滯后已經(jīng)成為制約民營企業(yè)成長和發(fā)展的重大難題。

通過定量調(diào)查、定性分析等方式對(duì)我國民營企業(yè)的人員招聘、培訓(xùn)、薪酬管理、績效考核、激勵(lì)措施等人力資源管理問題進(jìn)行了調(diào)查分析，為我國民營企業(yè)的人力資源管理研究進(jìn)行有益的探索。

參考文獻(xiàn)

趙彥峰.管人細(xì)節(jié)全書.企業(yè)管理出版社，XX.

萬瑞嘉華經(jīng)濟(jì)研究中心.民營企業(yè)人力資源戰(zhàn)略.廣東：廣東經(jīng)濟(jì)出版社，

XX.

彭劍鋒.人力資源管理概論.上海：復(fù)旦大學(xué)出版社，XX.

劉善仕.中國企業(yè)高校工作系統(tǒng)研究.華南理工大學(xué)出版社，XX.

二、設(shè)計(jì)內(nèi)容和要求：

論文內(nèi)容

在經(jīng)濟(jì)全球化和市場(chǎng)一體化的今天，中小企業(yè)應(yīng)從深層次上認(rèn)識(shí)到人才是企業(yè)的生存之本、發(fā)展之源。企業(yè)要盡快建立良好的育才、用才、聚才機(jī)制，抓緊引進(jìn)和培育適應(yīng)應(yīng)競爭需要的高素質(zhì)人才，以迎接來自世界各國的挑戰(zhàn)和競爭。

本文論述了人力資源管理的內(nèi)涵及其在現(xiàn)代民營企業(yè)管理中的重要地位。環(huán)境激烈變化需要加強(qiáng)人力資源管理；人力資源競爭力是企業(yè)的核心競爭力；人力資源戰(zhàn)略是企業(yè)戰(zhàn)略成功實(shí)施的保障。

本文的創(chuàng)新點(diǎn)在于本文并沒有局限于對(duì)理論的闡述，而是采取案例分析的實(shí)際操作，將整個(gè)研究過程分成前、中、后三個(gè)階段，分層次進(jìn)行論述，并且對(duì)每一個(gè)人力資源管理的問題和風(fēng)險(xiǎn)提出相應(yīng)的防范對(duì)策和建議。本文的難點(diǎn)在于人力資源管理是一個(gè)極其繁瑣復(fù)雜的過程，面臨的風(fēng)險(xiǎn)之間又存在著錯(cuò)綜復(fù)雜的關(guān)系，要想識(shí)別所有風(fēng)險(xiǎn)存在一定困難。本文將針對(duì)分析風(fēng)險(xiǎn)所采用的具體方法進(jìn)行論證，希望對(duì)我國民營企業(yè)人力資源管理活動(dòng)做出實(shí)質(zhì)性的貢獻(xiàn)。

寫作要求

1.數(shù)據(jù)可靠、推理嚴(yán)謹(jǐn)、理論正確；

2.論述簡明扼要、重點(diǎn)突出；

3.層次清晰，語言流暢，符合科技文寫作規(guī)范；

4.杜絕錯(cuò)別字，字?jǐn)?shù)符合要求。

此

附：

設(shè)計(jì)進(jìn)度計(jì)劃表

天津大學(xué)高本科生畢業(yè)設(shè)計(jì)開題報(bào)告

篇二：民營企業(yè)人力資源管理問題及對(duì)策研究行政管理畢業(yè)論文畢業(yè)論文

題目:民營企業(yè)人力資源管理問題及對(duì)策研究

畢業(yè)設(shè)計(jì)原創(chuàng)性聲明和使用授權(quán)說明

原創(chuàng)性聲明

本人鄭重承諾：所呈交的畢業(yè)設(shè)計(jì)，是我個(gè)人在指導(dǎo)教師的指導(dǎo)下進(jìn)行的研究工作及取得的成果。盡我所知，除文中特別加以標(biāo)注和致謝的地方外，不包含其他人或組織已經(jīng)發(fā)表或公布過的研究成果，也不包含我為獲得及其它教育機(jī)構(gòu)的學(xué)位或?qū)W歷而使用過的材料。對(duì)本研究提供過幫助和做出過貢獻(xiàn)的個(gè)人或集體，均已在文中作了明確的說明并表示了謝意。

作者簽名：日期：

指導(dǎo)教師簽名：日期：

使用授權(quán)說明

本人完全了解大學(xué)關(guān)于收集、保存、使用畢業(yè)設(shè)計(jì)的規(guī)定，即：按照學(xué)校要求提交畢業(yè)設(shè)計(jì)的印刷本和電子版本；學(xué)校有權(quán)保存畢業(yè)設(shè)計(jì)的印刷本和電子版，并提供目錄檢索與閱覽服務(wù)；學(xué)?？梢圆捎糜坝?、縮印、數(shù)字化或其它復(fù)制手段保存論文；在不以贏利為目的前提下，學(xué)?？梢怨颊撐牡牟糠只蛉績?nèi)容。

作者簽名：日期：

學(xué)位論文原創(chuàng)性聲明

本人鄭重聲明：所呈交的論文是本人在導(dǎo)師的指導(dǎo)下獨(dú)立進(jìn)行研究所取得的研究成果。除了文中特別加以標(biāo)注引用的內(nèi)容外，本論文不包含任何其他個(gè)人或集體已經(jīng)發(fā)表或撰寫的成果作品。對(duì)本文的研究做出重要貢獻(xiàn)的個(gè)人和集體，均已在文中以明確方式標(biāo)明。本人完全意識(shí)到本聲明的法律后果由本人承擔(dān)。

作者簽名：日期：年月日

學(xué)位論文版權(quán)使用授權(quán)書

本學(xué)位論文作者完全了解學(xué)校有關(guān)保留、使用學(xué)位論文的規(guī)定，同意學(xué)校保留并向國家有關(guān)部門或機(jī)構(gòu)送交論文的復(fù)印件和電子版，允許論文被查閱和借閱。本人授權(quán)大學(xué)可以將本學(xué)位論文的全部或部分內(nèi)容編入有關(guān)數(shù)據(jù)庫進(jìn)行檢索，可以采用影印、縮印或掃描等復(fù)制手段保存和匯編本學(xué)位論文。

涉密論文按學(xué)校規(guī)定處理。

作者簽名：日期：年月日

導(dǎo)師簽名：日期：年月日

注意事項(xiàng)

1.設(shè)計(jì)的內(nèi)容包括：

1）封面

2）原創(chuàng)性聲明

3）中文摘要、關(guān)鍵詞

4）外文摘要、關(guān)鍵詞

5）目次頁

6）論文主體部分：引言、正文、結(jié)論

7）參考文獻(xiàn)

8）致謝

9）附錄

2.論文字?jǐn)?shù)要求：理工類設(shè)計(jì)正文字?jǐn)?shù)不少于1萬字，文科類論文正文字?jǐn)?shù)不少于萬字。

3.附件包括：任務(wù)書、開題報(bào)告、外文譯文、譯文原文。

4.文字、圖表要求：

1）文字通順，語言流暢，書寫字跡工整，打印字體及大小符合要求，無錯(cuò)別字，不準(zhǔn)請(qǐng)他人代寫

2）工程設(shè)計(jì)類題目的圖紙，要求部分用尺規(guī)繪制，部分用計(jì)算機(jī)繪制，所有圖紙應(yīng)符合國家技術(shù)標(biāo)準(zhǔn)規(guī)范。圖表整潔，布局合理，文字注釋必須使用工程字書寫，不準(zhǔn)用徒手畫

3）畢業(yè)論文須用A4單面打印，論文50頁以上的雙面打印

4）圖表應(yīng)繪制于無格子的頁面上

5）軟件工程類課題應(yīng)有程序清單，并提供電子文檔

5.裝訂順序

1）設(shè)計(jì)

2）附件：按照任務(wù)書、開題報(bào)告、外文譯文、譯文原文次序裝訂

指導(dǎo)教師評(píng)閱書

篇三：【完整版】民營企業(yè)人力資源管理問題及對(duì)策研究分析報(bào)告人力資源管理問題及對(duì)策研究

摘要

隨著中國市場(chǎng)經(jīng)濟(jì)的不斷深化，企業(yè)競爭日趨激烈，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)參與競爭和謀求發(fā)展的主導(dǎo)因素。人力資源是企業(yè)最重要的競爭資源。本文通過定量調(diào)查、定性分析等方式對(duì)浙江民營企業(yè)的人員招聘、培訓(xùn)、薪酬管理、績效考核、激勵(lì)措施等人力資源管理問題進(jìn)行了調(diào)查分析，認(rèn)為民營企業(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。且民營企業(yè)生產(chǎn)部門效率不高、不能及時(shí)補(bǔ)充貨源，銷售部門應(yīng)收帳款回收情況不理想等問題都可以歸結(jié)到人力資源管理中去解決。要解決這一問題，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：民營企業(yè)；人力資源管理；問題分析；建議

目錄

1引言················································································································································12民營企業(yè)人力資源管理相關(guān)概念··············································································2

民營企業(yè)概念與特點(diǎn)·········································································································2

人力資源管理的定義及其內(nèi)容······················································································33民營企業(yè)加強(qiáng)人力資源管理的必要性···································································4

人力資源管理的一般作用·······························································································4

民營企業(yè)的經(jīng)營規(guī)模和人員規(guī)模不斷擴(kuò)大······························································4

加強(qiáng)人力資源管理有助于提高民營企業(yè)的競爭力················································4

人力資源管理能夠提高員工的工作績效···································································54民營企業(yè)人力資源管理案例分析··············································································6

A公司創(chuàng)業(yè)及發(fā)展歷史·····································································································6

A公司人力資源管理現(xiàn)狀································································································7

人力資源管理職能掛在總經(jīng)理辦公室···········································································7

人力資源制度分散在各崗位制度中················································································7

有較為明確的薪酬獎(jiǎng)勵(lì)體系····························································································7

A公司人力資源管理問題及原因··················································································7

民營企業(yè)管理者自身素質(zhì)和觀念問題···········································································7

缺乏人力資源的戰(zhàn)略規(guī)劃································································································8

機(jī)構(gòu)設(shè)置不到位，缺乏專業(yè)的人力資源管理者···························································8

企業(yè)薪酬激勵(lì)約束制度不到位························································································8

民營企業(yè)的人員流失嚴(yán)重并缺乏控制···········································································9

家族式管理模式使人力資源獲取存在封閉性·······························································9

對(duì)職位沒有進(jìn)行詳細(xì)的工作分析··················································································105民營企業(yè)走出人力資源管理困境的對(duì)策··························································10

制定人力資源規(guī)劃，形成有效的人才梯隊(duì)····························································10

制定人力資源規(guī)劃···········································································································10

形成有效的人才梯隊(duì)·······································································································11

內(nèi)部招聘與外部招聘結(jié)合的招聘方式·····································································11

實(shí)施現(xiàn)代人力資源管理方案························································································12

人力資源規(guī)范化管理——3P模式···············································································12

對(duì)管理人員實(shí)行年薪制··································································································13

民營企業(yè)管理資源不足，可實(shí)施人事外包····························································14

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)··································································································································