民营企业人力资源管理存在问题及其解决对策.doc

内容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。本文通过对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对策目录一、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）人力资源管理及其内容··························································1二、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··································2(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····································3三、民营企业人力资源管理存在的问题···········································3（一)民营企业管理者自身素质和观念问题·······································4（二)缺乏人力资源的战略规划和管理者··········································5（三）企业薪酬激励约束制度不到位及其人员流失严重并缺乏控制············5（四)家族式管理模式使人力资源获取存在封闭性·······························6(五）对职位没有进行详细的工作分析··············································7四、民营企业走出人力资源管理困境的对策····································7(一）制定人力资源规划和形成有效的人才梯队···································7（二）内部招聘与外部招聘结合的招聘方式·······································8（三）对管理人员实行年薪制··························································9(四）民营企业管理资源不足,可实施人事外包··································10（五）建立富有凝聚力的企业文化·················································10五、结论···········································································10参考文献················································································10民营企业人力资源管理存在问题及其解决对策一、民营企业人力资源管理概念(一）民营企业概念与特点所有的非公有制企业均被统称为民营企业。这是现在对民营企业最普遍的定义。但不同的学者对民营企业还有很多他们自己的看法：何芳英(2001)认为民营企业是指个体、私营企业、自然人和私营企业控股或由其运营的各种组织形式的企业，而民营经济广义地讲即为各类民营企业的统称,狭义地讲指个体、私营等非公有制企业①。《民营企业家研究》课题组（2001)认为民营