毕业设计(论文)
**大学
毕业设计(论文)
毕业论文题目:民营企业人力资源管理问题及对策研究 指导教师姓名: 李**
类 别: 本科 专 业: 工商管理 班 级: **大学**研究院
姓
名: 范**
2020年9月30日
毕业设计(论文)
摘 要
近年来,随着人力资源管理不断受到企业重视,越来越多的民营企业开始加强自身的人力资源管理。本文以A公司为例,对该公司人力资源管理的现状和问题进行了分析研究,提出了完善企业人力资源管理的措施和方法。研究发现,A公司作为民营企业,有着民营企业的一些共有特征,在人力资源管理方面存在先天不足之处。该公司积极开展人力资源管理工作,建立了员工薪酬体系和员工日常管理制度。但是,随着公司的发展,人力资源管理的问题也逐渐暴露,企业管理者自身素质和观念陈旧、缺乏人力资源的战略规划和专业的人力资源管理人员、企业薪酬激励约束制度不到位、企业人员流失严重并缺乏控制以及缺乏工作分析等,阻碍了公司的人力资源管理可持续发展。结合人力资源管理理论知识,提出了可行性的对策,包括制定人力资源规划,形成有效的人才梯队。完善员工招聘管理制度,采取内部招聘与外部招聘结合的招聘方式。采用3P模式,规范人力资源规范化管理。对管理人员实行年薪制,提升管理人员的薪酬满意度。对于一些招聘不到合适人员的岗位,实施人事外包。加快完善精神文化建设,建立富有凝聚力的企业文化。 关键词:人力资源管理;员工;民营企业
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毕业设计(论文)
ABSTRACT
In recent years, with the continuous attention of enterprises on human resource management, more and more private enterprises begin to strengthen their own human resource management. Taking a company as an example, this paper analyzes and studies the current situation and problems of human resource management of the company, and puts forward the measures and methods to improve the human resource management of the enterprise. It is found that company a, as a private enterprise, has some common characteristics of private enterprises, and has inherent deficiencies in human resource management. The company actively carried out human resource management, and established the employee compensation system and employee daily management system. However, with the development of the company, the problems of human resource management are gradually exposed. The outdated quality and concept of enterprise managers, the lack of strategic planning of human resources and professional human resources management personnel, the inadequate incentive and restraint system of enterprise salary, the serious loss of enterprise personnel and lack of control and lack of job analysis hinder the company's human resource management Continued development. Combined with the theoretical knowledge of human resource management, this paper puts forward feasible countermeasures, including the formulation of human resource planning and the formation of effective talent echelon. Improve the staff recruitment management system and adopt the recruitment method of combining internal recruitment with external recruitment. Adopt 3P mode to standardize the standardized management of human resources. The annual salary system should be implemented for managers to improve their salary satisfaction. For some positions that can not recruit suitable personnel, personnel outsourcing is implemented. We should speed up the improvement of spiritual and cultural construction and establish a cohesive corporate culture.
Keywords: Human resource management; employees; private enterprises
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毕业设计(论文)
目 录
1 引言 ................................................................... 1 2 民营企业人力资源管理相关概念 ........................................ 2
2.1民营企业概念与特点 .......................................................................................... 2 2.2人力资源管理的定义及其内容 ........................................................................ 2 3 民营企业加强人力资源管理的必要性 ................................... 3
3.1人力资源管理的一般作用 ................................................................................. 3 3.2民营企业的经营规模和人员规模不断扩大 ................................................... 3 3.3加强人力资源管理有助于提高民营企业的竞争力 ...................................... 3 3.4人力资源管理能够提高员工的工作绩效 ....................................................... 4 4 民营企业人力资源管理案例分析 ........................................ 5
4.1 A公司发展简介 ................................................................................................... 5 4.2 A公司人力资源管理现状 ................................................................................. 5
4.2.1人力资源管理职能挂在总经理办公室 ................................................. 5 4.2.2人力资源制度分散在各岗位制度中 ..................................................... 5 4.2.3有较为明确的员工薪酬体系 .................................................................. 5 4.3A公司人力资源管理问题及原因 ..................................................................... 6
4.3.1民营企业管理者自身素质和观念问题 ................................................. 6 4.3.2缺乏人力资源的战略规划 ....................................................................... 6 4.3.3机构设置不到位,缺乏专业的人力资源管理人员 ........................... 6 4.3.4企业薪酬激励约束制度不到位 .............................................................. 6 4.3.5企业人员流失严重并缺乏控制 .............................................................. 7 4.3.6家族式管理模式使人力资源获取存在封闭性 .................................... 8 4.3.7对职位没有进行详细的工作分析 .......................................................... 8
5 民营企业走出人力资源管理困境的对策 ................................ 10
5.1制定人力资源规划,形成有效的人才梯队 ................................................. 10
5.1.1制定人力资源规划 .................................................................................. 10 5.1.2形成有效的人才梯队 ............................................................................. 10 5.2内部招聘与外部招聘结合的招聘方式 ......................................................... 11
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毕业设计(论文)
5.3实施现代人力资源管理方案 ........................................................................... 11
5.3.1人力资源规范化管理—3P模式 ........................................................... 11 5.3.2对管理人员实行年薪制 ......................................................................... 12 5.4民营企业管理资源不足,可实施人事外包 ................................................. 12 5.5建立富有凝聚力的企业文化 ........................................................................... 12 结 论 ............................................................... 14 致 谢 ............................................................... 15 参考文献 ............................................................. 16
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民营企业人力资源管理问题及对策研究 - 图文
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