长 春 工 业 大 学
自学考试毕业论文
民营企业人力资源管理
报考专业:______________ 准考证号: 姓 名:______________ 指导教师:
年 月 日
民营企业人力资源管理
摘要:人力资源管理，严格意义上讲，不是一个学科，而是一个领域，是由管理学、法学、心理学、经济学共同研究和探讨的领域。在中国来讲，人力资源管理最高的层面是职衔经理的人力资源管理。人力资源管理简要的介绍了国有建筑企业人力资源管理存在的问题，并引入了战略人力资源管理理论。伴随着社会主义市场经济的深入发展以及现代企业制度的建立，企业的良性、长远发展愈来愈成为经济繁荣的中流砥柱，在企业的实际运营管理过程中，人力资源已逐步彰显其对于传统物力资源的优先重要性，成为企业的核心资源。一个企业人力资源管理水平的高低，最终决定着企业的竞争力，如何有效的开发和科学合理地管理人力资源是企业走向成功的关键。因此，如何加强和完善企业人力资源管理是当前企业在发展过程中急待解决的问题，对企业人力资源管理进行分析、探讨具有直接而现实的意义。
关键词：人力资源管理 企业 规划 问题
Human resource management of private enterprises
Abstract: Human res ources management, strictly speaking, not a discipline but a field is determined by management, law, psychology, economics, and explore areas of joint research. China is concerned, the , enterprises benign, long-term development increasingly become the mainstay of economic prosperity, in the actual operation and management process, of analysis of resource management to explore a direct and practical significance.
Key words: resources management business planning
目 录
一、民营企业人力资源管理相关概念 ···································································· 1 （一） 民营企业概念与特点 ············································································ 1 （二） 人力资源管理的定义及其内容 ································································ 2 二、民营企业加强人力资源管理的必要性 ······························································ 2 （一）人力资源管理的一般作用 ········································································ 2 （二） 民营企业的经营规模和人员规模不断扩大 ················································· 3 （三）加强人力资源管理有助于提高民营企业的竞争力·········································· 3 （四） 人力资源管理能够提高员工的工作绩效 ···················································· 4 三、民营企业人力资源管理案例分析 ···································································· 4 （一） A公司创业及发展历史 ········································································· 4 （二） A公司人力资源管理现状 ······································································ 5 （三）A公司人力资源管理问题及原因 ······························································· 6 四、民营企业走出人力资源管理困境的对策 ··························································· 9 （一）制定人力资源规划，形成有效的人才梯队 ··················································· 9 （二）内部招聘与外部招聘结合的招聘方式 ······················································· 10 （三）实施现代人力资源管理方案 ··································································· 11 （四）民营企业管理资源不足，可实施人事外包 ················································· 13 （五）建立富有凝聚力的企业文化 ··································································· 13 结 论 ·········································································································· 15 致 谢 ·········································································································· 16 参考文献 ······································································································· 17
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