1、 学生学生毕业论文毕业论文 题题 目：目： 民营企业人力资源对策研究民营企业人力资源对策研究 学生姓名学生姓名 学学 号号 专专 业业 工商管理工商管理 专业班级专业班级 指导教师指导教师 2012 年 4 月 中文摘要 II 摘摘 要要 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、定性分析等方式对北京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
2、， 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 中文摘要 III Abstract With the constant deepening of Chinas mark
3、et economy, business competition isincreasingly fierce, human resources as the most dynamic and most promising, the most profitable strategic resource to become the dominant factor of the enterprises to participate in the competition and the pursuit of development. Human resource is themost importan
4、t competition for resources. Quantitative survey and qualitative analysis of private enterprises in Beijing staff recruitment, training, compensation management, performance assessment, incentive measures, human resource management issueswere investigated and analyzed, that private enterprise is sti
5、ll in the traditional personnel management to human resource management stage, the orientation of human resource management institutions on the training inputs serious shortage and the lack of an effective incentive mechanism. Caused private enterprise is not enough emphasis on human resources manag
6、ement, coupled with the influence of traditional Chinese humanrelations, human resource management objectives is unclear, a variety of management tools ineffective. And private enterprises in the production sector efficiency is not high,can not replenish the supply, the sales department on accounts receivable recovery is notan ideal situation can be attributed to human resource management to resolve. To solve this problem, not only to raise awareness, but also to continuously improve h
