越南中小企业人力资源开发问题研究
发布时间：2018-07-18 13:49
【摘要】：总之,绩效考核形式在越南企业中仅被看为计算人员工资的参考工具,在人力资源开发的其它应用不大。各企业大部分只注重到人员完成的工作量而且其他标准如人员技术、品质、团结精神等常被忽略。 根据越南劳动法,在中小企业工作的劳动者也可以享受各种社会福利如：医疗保险、社会保险、劳动事故补偿以及病残、生产费用等。但是,实际上在中小企业工作的劳动者享受的福利远远低于国家规定。另外,不是任何企业都有具体的政策,很多企业使用非正式方法给劳动者提供利益。按照CIEM的数据我们知道交纳社会保险与医疗保险的企业有所增加但是还是比较低(2012年是在市场经济中,中小企业是一个重要的组成部分,特别是对正在发展的国家越南,中小企业占全国企业的百分比一直很高,它不但对国内生产总值做出重要贡献,而且提供了大量的就业机会。人力资源开发是指一个组织为有效利用其人力资源而进行的活动,有效的开发人力资源是企业经营战略的一个组成部分,是企业发展与成功的关键因素,也是实施企业经营战略的一个重要方面。自越南2006年加入WTO以来,国内的企业正逐渐融入到了一个全球化的经济环境中,国内、国际间竞争愈演愈烈。有规划地进行人力资源开发,不仅是发展经济、提高市场竞争力的需要,也是一个企业长期兴旺发达的重要保证,更是一个现代人充分开发自身潜能、适应社会、改造社会的重要措施。而我国中小企业的人力资源开发还处在探索和起步阶段,存在着种种问题,已经成了中小企业健康、长远发展的绊脚石。因此,进行中小企业人力资源开发对策研究迫在眉睫、势在必行。 论文共有五大部分。第一部分是绪论包括论文研究背景、目的及意义,国内外研究现状,论文研究内容、框架结构。在这部分本人主要介绍论文的基本信息,其中也收集了前人的研究结果,提出论文的意义。第二部分是中小企业人力资源开发的理论基础,这部分提出了中小企业、人力资源与人力资源开发的概念划分,是论文的研究界现,同时也介绍人力资本理论和人力资源开发的对象、内容。第三部分是论文的主要部分：越南中小企业人力资源开发现状、问题及影响因素,此部分中首先介绍越南中小企业和企业中的人力资源基本概况,让大家对越南企业和人力资源有初步的了解,之后是研究越南中小企业人力资源开发现状,从研究结果提出了企业人力资源开发存在的问题,最后仔细分析存在问题的影响因素。接着,在第四部分笔者会从发达国家中小企业人力资源开发借鉴经验来试图运用在越南的企业。最后,通过收集资料,参考研究本人提出了越南中小企业人力资源开发的基本对策的意见及建议。 由于本人能力有限,所以论文研究只在越南的私人中小企业,不包括含有国家资本的企业、国有企业、外国企业。通过对越南对中小企业人力资源开发进行深入的研究,希望研究结果是一个良好的参考资料,给越南企业主管在进行人力资源开发提供良好建议,给国外好友对越南中小企业人力资源开发现状有综观的了解。
[Abstract]:In a word, the performance assessment form is only seen as a reference tool for the wages of the staff in Vietnamese enterprises, and the other applications in human resource development are small. Most of the enterprises only pay attention to the amount of work done by the personnel and other standards such as personnel technology, quality, and unity are often ignored.
According to the Vietnamese labor law, workers who work in small and medium enterprises can also enjoy various social welfare such as medical insurance, social insurance, labor accident compensation, disability and production costs. However, in fact, workers who work in small and medium enterprises enjoy far less than the state regulations. In addition, not any enterprise has a specific policy. Policy, many companies use informal methods to provide benefits to workers. According to CIEM data we know that enterprises that pay for social insurance and medical insurance have increased but still lower (in the 2012 market economy, small and medium-sized enterprises are an important component, especially in the developing country, Vietnam, the small and medium-sized enterprises occupy the whole. " The percentage of Chinese enterprises has been very high. It not only makes an important contribution to gross domestic product, but also provides a large number of employment opportunities. Human resource development refers to the activities of an organization for the effective use of its human resources. The effective development of human resources is an integral part of the business strategy and the development and success of the enterprise. The key factor is also an important aspect of implementing enterprise management strategy. Since Vietnam joined the WTO in 2006, domestic enterprises are gradually integrating into a globalized economic environment, domestic and international competition is becoming more and more intense. It is an important guarantee for an enterprise to flourish for a long time. It is also an important measure for modern people to fully develop their potential, adapt to the society and reform the society. However, the development of human resources in small and medium-sized enterprises in China is still in the exploration and start stage, and there are various problems, which have become a stumbling block to the health of small and medium-sized enterprises and long-term development. It is imperative to study the Countermeasures for the development of human resources in small and medium-sized enterprises.
The thesis consists of five parts. The first part is the introduction including the research background, the purpose and significance, the research status at home and abroad, the content of the thesis, the frame structure. In this part, I mainly introduce the basic information of the paper, including the previous research results and the significance of the thesis. The second part is the human resources of small and medium-sized enterprises. This part puts forward the concept division of small and medium enterprises, human resources and human resources development, is the research field of the thesis, and also introduces the human capital theory and the object of human resource development, and the third part is the main part of the thesis: the current situation, problems and influencing factors of the development of human resources in small and medium enterprises in Vietnam, In this part, we first introduce the basic situation of human resources in small and medium enterprises and enterprises in Vietnam, let everyone have a preliminary understanding of Vietnamese enterprises and human resources. After that, we study the current situation of human resources development of small and medium enterprises in Vietnam. From the results of the research, we put forward the problems of the development of human resources in the enterprises. Finally, we carefully analyze the shadow of the existence of the problems. Then, in the fourth part, I will try to use the experience of the human resources development of the small and medium enterprises in the developed countries to try to use the enterprises in Vietnam. Finally, through the collection of information and reference research, I put forward some suggestions and suggestions on the basic countermeasures for the development of human resources in small and medium enterprises in Vietnam.
Because of my limited ability, the paper studies only small and medium-sized private enterprises in Vietnam, not including enterprises with national capital, state owned enterprises and foreign enterprises. Through the in-depth study of the human resources development of small and medium-sized enterprises in Vietnam, we hope that the results are a good reference for the managers of Vietnamese enterprises to carry out human resources. Good advice is provided for source development, and a comprehensive understanding of the current situation of human resources development in Vietnam's small and medium-sized enterprises is given to foreign friends.
【学位授予单位】：广西师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F279.333;F276.3;F272.92
本文编号：2132094
[Abstract]:In a word, the performance assessment form is only seen as a reference tool for the wages of the staff in Vietnamese enterprises, and the other applications in human resource development are small. Most of the enterprises only pay attention to the amount of work done by the personnel and other standards such as personnel technology, quality, and unity are often ignored.
According to the Vietnamese labor law, workers who work in small and medium enterprises can also enjoy various social welfare such as medical insurance, social insurance, labor accident compensation, disability and production costs. However, in fact, workers who work in small and medium enterprises enjoy far less than the state regulations. In addition, not any enterprise has a specific policy. Policy, many companies use informal methods to provide benefits to workers. According to CIEM data we know that enterprises that pay for social insurance and medical insurance have increased but still lower (in the 2012 market economy, small and medium-sized enterprises are an important component, especially in the developing country, Vietnam, the small and medium-sized enterprises occupy the whole. " The percentage of Chinese enterprises has been very high. It not only makes an important contribution to gross domestic product, but also provides a large number of employment opportunities. Human resource development refers to the activities of an organization for the effective use of its human resources. The effective development of human resources is an integral part of the business strategy and the development and success of the enterprise. The key factor is also an important aspect of implementing enterprise management strategy. Since Vietnam joined the WTO in 2006, domestic enterprises are gradually integrating into a globalized economic environment, domestic and international competition is becoming more and more intense. It is an important guarantee for an enterprise to flourish for a long time. It is also an important measure for modern people to fully develop their potential, adapt to the society and reform the society. However, the development of human resources in small and medium-sized enterprises in China is still in the exploration and start stage, and there are various problems, which have become a stumbling block to the health of small and medium-sized enterprises and long-term development. It is imperative to study the Countermeasures for the development of human resources in small and medium-sized enterprises.
The thesis consists of five parts. The first part is the introduction including the research background, the purpose and significance, the research status at home and abroad, the content of the thesis, the frame structure. In this part, I mainly introduce the basic information of the paper, including the previous research results and the significance of the thesis. The second part is the human resources of small and medium-sized enterprises. This part puts forward the concept division of small and medium enterprises, human resources and human resources development, is the research field of the thesis, and also introduces the human capital theory and the object of human resource development, and the third part is the main part of the thesis: the current situation, problems and influencing factors of the development of human resources in small and medium enterprises in Vietnam, In this part, we first introduce the basic situation of human resources in small and medium enterprises and enterprises in Vietnam, let everyone have a preliminary understanding of Vietnamese enterprises and human resources. After that, we study the current situation of human resources development of small and medium enterprises in Vietnam. From the results of the research, we put forward the problems of the development of human resources in the enterprises. Finally, we carefully analyze the shadow of the existence of the problems. Then, in the fourth part, I will try to use the experience of the human resources development of the small and medium enterprises in the developed countries to try to use the enterprises in Vietnam. Finally, through the collection of information and reference research, I put forward some suggestions and suggestions on the basic countermeasures for the development of human resources in small and medium enterprises in Vietnam.
Because of my limited ability, the paper studies only small and medium-sized private enterprises in Vietnam, not including enterprises with national capital, state owned enterprises and foreign enterprises. Through the in-depth study of the human resources development of small and medium-sized enterprises in Vietnam, we hope that the results are a good reference for the managers of Vietnamese enterprises to carry out human resources. Good advice is provided for source development, and a comprehensive understanding of the current situation of human resources development in Vietnam's small and medium-sized enterprises is given to foreign friends.
【学位授予单位】：广西师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F279.333;F276.3;F272.92
【参考文献】
相关期刊论文 前2条
1 马国建;对中小企业人才培训误区的思考[J];企业经济;2004年02期
2 林泽炎;激活人力资源:制度与思路[J];中外管理导报;2002年08期
，本文编号：2132094
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