中小企业论文

民营企业人力资源的风险管理(硕)

入库:2009-3-18 13:31

中文摘要
改革开放以来,我国民营企业发展很快,但是进入知识经济时代后,我国民营企业发展迫切需要高素质的人才资源。但是由于各种历史原因导致企业本身先天不足,而在其发展中又由于低水平的管理模式,落后的人才观念,不完善的薪酬制度,缺乏沟通与交流,忽视组织员工的学习、培训及人才自身事业的发展和职业生涯规划,还有企业主的人格缺陷,造成一方面急需高素质的人才,另一方面在得到高素质的人才不愿意为企业尽心尽力服务,人才流失严重,造成企业用人的风险。因此,民营企业一方面加强人力资源管理规范化,另外一方面加强民营企业人力资源风险识别。
本文首先阐述民营企业人力资源管理的概念和有股理论,在分析民营企业人力资源风险管理现状的基础上,通过对民营企业人才资源风险进行识别和评估,提出民营企业人力资源管理的风险提出防范措施。
关健词:民营企业、人力资源、风险管理、人才流失
Abstract
Since reform and opening up, China's private enterprises developed rapidly, but after entering the era of knowledge economy, China's private enterprises to develop an urgent need of high-quality human resources. But because of various historical factors leading to the enterprise itself congenitally deficient, but also in their development because of low levels of management style, the talent behind the concept of the imperfect system of remuneration, lack of communication and exchanges of staff neglect Organize study, training and personnel their career development and career planning, business owners have the personality defects, resulting in an urgent need on the one hand, high-quality personnel, on the other hand, do not want to be high-quality personnel, to serve for the enterprise, a serious brain drain, resulting in enterprises employing risks. Therefore, the private enterprises to strengthen the human resource management on the one hand, standardization, and the other hand, private enterprises to strengthen human resource risk identification.
This article first set out the private enterprise human resources management concepts and theories have shares in the analysis of private enterprise risk management of human resources on the basis of the status quo, through the human resources of private enterprises to identify and assess risks, the private enterprise human resources management to guard against the risk of measures.
Key words: private enterprises, human resources, risk management, the brain drain

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