越南中小企業(yè)人力資源開發(fā)問題研究
發(fā)布時間：2018-07-18 13:49
【摘要】：總之,績效考核形式在越南企業(yè)中僅被看為計算人員工資的參考工具,在人力資源開發(fā)的其它應用不大。各企業(yè)大部分只注重到人員完成的工作量而且其他標準如人員技術、品質、團結精神等常被忽略。 根據越南勞動法,在中小企業(yè)工作的勞動者也可以享受各種社會福利如：醫(yī)療保險、社會保險、勞動事故補償以及病殘、生產費用等。但是,實際上在中小企業(yè)工作的勞動者享受的福利遠遠低于國家規(guī)定。另外,不是任何企業(yè)都有具體的政策,很多企業(yè)使用非正式方法給勞動者提供利益。按照CIEM的數據我們知道交納社會保險與醫(yī)療保險的企業(yè)有所增加但是還是比較低(2012年是在市場經濟中,中小企業(yè)是一個重要的組成部分,特別是對正在發(fā)展的國家越南,中小企業(yè)占全國企業(yè)的百分比一直很高,它不但對國內生產總值做出重要貢獻,而且提供了大量的就業(yè)機會。人力資源開發(fā)是指一個組織為有效利用其人力資源而進行的活動,有效的開發(fā)人力資源是企業(yè)經營戰(zhàn)略的一個組成部分,是企業(yè)發(fā)展與成功的關鍵因素,也是實施企業(yè)經營戰(zhàn)略的一個重要方面。自越南2006年加入WTO以來,國內的企業(yè)正逐漸融入到了一個全球化的經濟環(huán)境中,國內、國際間競爭愈演愈烈。有規(guī)劃地進行人力資源開發(fā),不僅是發(fā)展經濟、提高市場競爭力的需要,也是一個企業(yè)長期興旺發(fā)達的重要保證,更是一個現代人充分開發(fā)自身潛能、適應社會、改造社會的重要措施。而我國中小企業(yè)的人力資源開發(fā)還處在探索和起步階段,存在著種種問題,已經成了中小企業(yè)健康、長遠發(fā)展的絆腳石。因此,進行中小企業(yè)人力資源開發(fā)對策研究迫在眉睫、勢在必行。 論文共有五大部分。第一部分是緒論包括論文研究背景、目的及意義,國內外研究現狀,論文研究內容、框架結構。在這部分本人主要介紹論文的基本信息,其中也收集了前人的研究結果,提出論文的意義。第二部分是中小企業(yè)人力資源開發(fā)的理論基礎,這部分提出了中小企業(yè)、人力資源與人力資源開發(fā)的概念劃分,是論文的研究界現,同時也介紹人力資本理論和人力資源開發(fā)的對象、內容。第三部分是論文的主要部分：越南中小企業(yè)人力資源開發(fā)現狀、問題及影響因素,此部分中首先介紹越南中小企業(yè)和企業(yè)中的人力資源基本概況,讓大家對越南企業(yè)和人力資源有初步的了解,之后是研究越南中小企業(yè)人力資源開發(fā)現狀,從研究結果提出了企業(yè)人力資源開發(fā)存在的問題,最后仔細分析存在問題的影響因素。接著,在第四部分筆者會從發(fā)達國家中小企業(yè)人力資源開發(fā)借鑒經驗來試圖運用在越南的企業(yè)。最后,通過收集資料,參考研究本人提出了越南中小企業(yè)人力資源開發(fā)的基本對策的意見及建議。 由于本人能力有限,所以論文研究只在越南的私人中小企業(yè),不包括含有國家資本的企業(yè)、國有企業(yè)、外國企業(yè)。通過對越南對中小企業(yè)人力資源開發(fā)進行深入的研究,希望研究結果是一個良好的參考資料,給越南企業(yè)主管在進行人力資源開發(fā)提供良好建議,給國外好友對越南中小企業(yè)人力資源開發(fā)現狀有綜觀的了解。
[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.
【學位授予單位】：廣西師范大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F279.333;F276.3;F272.92
本文編號：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.
【學位授予單位】：廣西師范大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F279.333;F276.3;F272.92
【參考文獻】
相關期刊論文 前2條
1 馬國建;對中小企業(yè)人才培訓誤區(qū)的思考[J];企業(yè)經濟;2004年02期
2 林澤炎;激活人力資源:制度與思路[J];中外管理導報;2002年08期
，本文編號：2132094
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