新时期我国中小企业人力资源管理困局及对策研究

发布时间：2018-04-04 17:35

本文选题：中小企业　切入点：人力资源管理　出处：《山东大学》2015年硕士论文

【摘要】：在我国步入2015年的时候,经济新常态成为了社会各界热议的热词,也将经济新常态下的中小企业更多的推向公众的面前。随着新形式下中小企业发展与国家一系列政策的契合,尤其是在“大众创业,万众创新”和全面深化改革开放的背景下,中小企业自身发展活力的又一波释放成为了迫切的现实需求,而与之相对应的则是中小企业自身问题的彰显。其中,人力资源管理问题尤为突出。本研究所指新时期是指自2008年金融危机以来,国家出台一系列刺激政策到我国进入新常态经济增速放缓这一时期,这一特定时期很多中小企业由盛转衰,同时也由很多企业抓住发展机遇飞速发展,这期间反映出来的人力资源管理方面的问题值得研究。当然,人力资源管理的话题已经是“老生常谈”,但是新形势下其客观表现更加印证了业界的判断—人力资源管理问题已经成为中小企业“牵一发动全身”的核心议题,与中小企业的财务问题、品牌建设、文化建设、市场营销等一道,成为影响中小企业可持续发展的关键因素。在经济新常态和我国整体经济发展放缓的大背景下,研判中小企业人力资源管理问题,并从理论和现实的视角对其进行系统的阐述,无疑是必要的,也是中小企业所密切关注的。基于此,本文从中小企业人力资源管理的理论概念入手,着重阐述了我国中小企业人力资源管理的现况、问题及成因,着重分析了我国中小企业人力资源管理的推进思路和策略,提出了个人的预期和见解。具体结构陈述如下：第一章,绪论。本部分内容主要分析了全文研究的背景、意义、目的、方法和创新点,着重指出了中小企业人力资源管理工作研究的必要性与可行性。第二章,我国中小企业人力资源管理的重要性。这一章介绍了人力资源的概念及内容,指出了中小企业人力资源的需求,并重点阐述了人力资源管理在中小企业发展中的重要性。第三章,中小企业人力资源管理的困局。这一章分析了我国中小企业当前人力资源管理工作存在的困难和问题,包括人力资源管理制度不健全,各项投入较少、管理人才匮乏、职能部门与监督机构不完善,管理理念落后以及激励与约束机制的建设滞后等,最后分析了我国中小企业文化建设与人力资源管理不匹配,导致了二者不能形成“1+12”的作用,最终使得我国中小企业管理工作出现纰漏。第四章,中小企业人力资源的原因分析。第四章重点分析了我国中小企业人力资源管理困局出现的成因,重点包括外部因素、内部因素及其他综合原因。第五章,中小企业人力资源管理的推进策略与思路。这一章是针对全文提出的解决思路和办法,包括革新人力资源管理理念,加大各项投入；完善人力资源管理制度,形成完整管理体系；建立健全人力资源的激励约束机制；加强企业文化建设,开展员工培训和健全人力资源管理机构,提升管理者素质。此外,本文还间续的论述了相关的其他策略及方案。第六章,总结和展望。首先对全文进行了简要的归述及梳理,论述了核心要点,最终根据2015年我国中小企业发展态势,提出了对未来我国中小企业人力资源管理的展望与研判。在本文的研究中,重点结合了杭州市W公司的案例,并穿插其他中小企业的案例,对相关论点进行辅助式说明,以期达到更好的佐证本文观点之目的。
[Abstract]:When I entered the country in 2015, the new economic norm has become a hot word community hot, also to the public under the new economic norm of small and medium-sized enterprises more fit under the new form. With the development of small and medium-sized enterprises and a series of national policy, especially in the "public entrepreneurship, innovation and under the background of deepening reform and opening up, small and medium-sized enterprises and the vigorous development of the wave of release became an urgent demand, and the small and medium-sized enterprises is the highlight of their own problems. Among them, the human resource management problem is particularly prominent. This study refers to the new period is that since 2008 since the financial crisis, the state issued our country has entered a new normal economic slowdown during this period, a series of stimulus policies, many small and medium-sized enterprises in the period of the decline, but also by many enterprises to seize the development opportunities of rapid development, this period Human resource management issues between reflected is worth studying. Of course, human resources management of the topic is "under the new situation a commonplace talk of an old scholar", but the industry is more proof of the judgement of human resources management has become the core issue of small and medium sized enterprises "interlinked", and the financial problems of small and medium-sized enterprises. The brand construction, cultural construction, marketing and other one, has become a key factor affecting the sustainable development of small and medium-sized enterprises. In the background of the new economic norm and China's overall economic development slows down, judged the problems of human resource management of small and medium enterprises, and carries on the system from theoretical and practical perspective this is undoubtedly necessary, pay close attention to small and medium enterprises. Based on this, this article from the concept of human resource management of small and medium-sized enterprises to start, focuses on human small and medium enterprises in China The status of resource management, analyzes the problems and causes, promote the ideas and Strategies of human resource management of small and medium-sized enterprises in China, puts forward personal expectations and opinions. The specific structure of statements as follows: the first chapter is introduction. This part mainly analyzes the research background, significance, purpose, methods and innovation, focus on points out the necessity and feasibility of research on human resource management of small and medium enterprises. In the second chapter, the importance of human resource management of small and medium-sized enterprises in China. This chapter introduces the concept and content of human resources, pointed out that the small and medium-sized enterprise human resource demand, and focuses on the importance of human resource management in the development of small and medium-sized enterprises. The third chapter, the small and medium-sized enterprise human resources management predicament. This chapter analyzes the difficulties and problems of China's small and medium-sized enterprises currently exist in human resource management, including human resources management The system is not perfect, the investment is less, lack of management talent, functional departments and supervision mechanism is not perfect, the construction of backward management and incentive and constraint mechanism lag, finally analyzes our country small and medium-sized enterprise culture construction and human resource management does not match, resulting in two persons cannot form the "1+12" role, eventually making management the work of China's small and medium enterprises appear flawed. The fourth chapter, analysis of the causes of the small and medium-sized enterprise human resources. The fourth chapter mainly analyzes the causes of human resources management predicament of small and medium enterprises in China, mainly including external factors, internal factors and other reasons. In the fifth chapter, promote the strategies and ideas of human resource management of small and medium-sized enterprises of this. Chapter is the full text of ideas and solutions, including the concept of human resource management innovation, increase the investment; improve the human resource management system, form a complete tube Management system; establish incentive and restraint mechanisms and improve human resources; strengthen the construction of enterprise culture, to carry out staff training and improve the human resource management mechanism, improve the quality of managers. In addition, this paper also discusses other strategies between continued and related programs. The sixth chapter is conclusion and prospect. Firstly the paper classified the a brief combing, discusses the key points, finally according to the development trend of small and medium-sized enterprises of our country in 2015, put forward the prospect of future human resource management of small and medium-sized enterprises of our country and research. In this paper, based on the Hangzhou city in the case of W company, and with other small and medium-sized enterprise case, to assist the relevant arguments how, in order to get better evidence of the purpose of this view.

【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F276.3

【参考文献】