民营企业人力资源管理问题及对策研究.doc

民营企业人力资源管理问题及对策研究 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 Take to With Chinas continuous deepening of the market economy, enterprises increasingly fierce competition, human resource as the most dynamic, most development prospects, most profitable strategic resources, becomes the enterprise to participate in the competition and development of dominant factors. Human resources is the most competitive resources of enterprises. This article through quantitative research, qualitative analysis of Zhejiang private enterprise personnel recruitment, training, salary management, performance evaluation, incentives and other human resource management problem undertook investigating an analysis, think civilian battalion enterprise in the human resources management is still in the traditional stage of personnel management, human resources management position low, the training of a serious shortage of inputs, and the lack of an effective incentive mechanism. The causes of private enterprise human resources management seriously enough, with traditional Chinese human relationship, the goal of human resource management is not clear, various kinds of management effect. Productive sectors and private enterprise efficiency is not high, not to add sourcing, sales of accounts receivable recovery situation is not ideal and other problems can be attributed to human resources management to resolve. To solve this problem, not only to raise awareness, and to continuously improve human resources management system, staff incentive, staffing and the building of enterprise culture and other aspects.