尼泊尔企业人力资源管理问题研究

发布时间：2018-02-27 00:32

本文关键词： 企业绩效 4P　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：伴随着经济全球化的深化,企业之间的角逐也更加激烈。不仅有来自国内企业的竞争,同时还面临着国际企业的竞争。这场竞争最深处其实是人力资源的比拼。人力资源是企业发展的关键筹码。因此在当下,怎样吸引优秀的人才,怎样留住人才,怎样让人才在企业中发挥其最大价值是当前企业发展面临的重要问题,也是企业能否成功的关键。尼泊尔是一个发展中国家,超过五分之四的人口长期生活在农村地区,近四分之一的人口长期生活在世界贫困线以下,可以说是极度落后的发展中国家。在此背景下,尼泊尔企业的发展面临着诸多问题。一方面是国家基础的薄弱,另一方面企业本身的弱小及人力资源管理的落后。在此境况下如何利用有限的资源提升企业人力资源管理水平成为尼泊尔企业必须面对的重要议题。本文在现代企业人力资源管理的相关理论的基础上,研究了4P模型、对人力资源发展战略理论相关知识进行了梳理,探讨了个性化人力资源管理理论等,分析了现阶段尼泊尔企业人力资源管理的现状及其存在的问题,在总结中国和其他国家先进的人力资源管理经验的基础上,从政府和企业两个层面为尼泊尔企业人力资源的发展提出了现阶段及未来发展的相关对策,作为提升尼泊尔企业人力资源发展水平的一定参考。
[Abstract]:With the deepening of economic globalization, competition among enterprises is becoming more intense. Not only are there competitions from domestic enterprises, At the same time, it is also facing competition from international enterprises. The deepest part of this competition is actually the competition of human resources. Human resources are the key chips for the development of enterprises. Therefore, at present, how to attract outstanding talents and how to retain them, How to maximize the value of talents in enterprises is an important issue facing the development of enterprises and the key to the success of enterprises. Nepal is a developing country, with more than 4/5 people living in rural areas for a long time. Nearly 1/4 of the population live below the world poverty line for a long time, and can be said to be extremely backward developing countries. Against this background, Nepalese enterprises face many problems. On the one hand, the foundation of the country is weak. On the other hand, the weakness of enterprise itself and the backwardness of human resource management. In this situation, how to use limited resources to improve the level of enterprise human resource management has become an important issue that Nepalese enterprises must face. On the basis of the related theories of enterprise human resource management, This paper studies the 4P model, combs the relevant knowledge of the human resource development strategy theory, probes into the individualized human resource management theory, and analyzes the present situation and existing problems of the Nepalese enterprise human resources management at the present stage. On the basis of summing up the advanced human resource management experience of China and other countries, this paper puts forward the relevant countermeasures for the development of Nepalese enterprise human resources at present and in the future from the two levels of government and enterprise. As a certain reference to improve the level of human resources development of Nepalese enterprises.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F279.355

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