發(fā)布時間：2018-04-04 17:35

  本文選題：中小企業(yè)　切入點：人力資源管理　出處：《山東大學(xué)》2015年碩士論文

【摘要】：在我國步入2015年的時候,經(jīng)濟(jì)新常態(tài)成為了社會各界熱議的熱詞,也將經(jīng)濟(jì)新常態(tài)下的中小企業(yè)更多的推向公眾的面前。隨著新形式下中小企業(yè)發(fā)展與國家一系列政策的契合,尤其是在“大眾創(chuàng)業(yè),萬眾創(chuàng)新”和全面深化改革開放的背景下,中小企業(yè)自身發(fā)展活力的又一波釋放成為了迫切的現(xiàn)實需求,而與之相對應(yīng)的則是中小企業(yè)自身問題的彰顯。其中,人力資源管理問題尤為突出。本研究所指新時期是指自2008年金融危機(jī)以來,國家出臺一系列刺激政策到我國進(jìn)入新常態(tài)經(jīng)濟(jì)增速放緩這一時期,這一特定時期很多中小企業(yè)由盛轉(zhuǎn)衰,同時也由很多企業(yè)抓住發(fā)展機(jī)遇飛速發(fā)展,這期間反映出來的人力資源管理方面的問題值得研究。當(dāng)然,人力資源管理的話題已經(jīng)是“老生常談”,但是新形勢下其客觀表現(xiàn)更加印證了業(yè)界的判斷—人力資源管理問題已經(jīng)成為中小企業(yè)“牽一發(fā)動全身”的核心議題,與中小企業(yè)的財務(wù)問題、品牌建設(shè)、文化建設(shè)、市場營銷等一道,成為影響中小企業(yè)可持續(xù)發(fā)展的關(guān)鍵因素。在經(jīng)濟(jì)新常態(tài)和我國整體經(jīng)濟(jì)發(fā)展放緩的大背景下,研判中小企業(yè)人力資源管理問題,并從理論和現(xiàn)實的視角對其進(jìn)行系統(tǒng)的闡述,無疑是必要的,也是中小企業(yè)所密切關(guān)注的�；诖�,本文從中小企業(yè)人力資源管理的理論概念入手,著重闡述了我國中小企業(yè)人力資源管理的現(xiàn)況、問題及成因,著重分析了我國中小企業(yè)人力資源管理的推進(jìn)思路和策略,提出了個人的預(yù)期和見解。具體結(jié)構(gòu)陳述如下：第一章,緒論。本部分內(nèi)容主要分析了全文研究的背景、意義、目的、方法和創(chuàng)新點,著重指出了中小企業(yè)人力資源管理工作研究的必要性與可行性。第二章,我國中小企業(yè)人力資源管理的重要性。這一章介紹了人力資源的概念及內(nèi)容,指出了中小企業(yè)人力資源的需求,并重點闡述了人力資源管理在中小企業(yè)發(fā)展中的重要性。第三章,中小企業(yè)人力資源管理的困局。這一章分析了我國中小企業(yè)當(dāng)前人力資源管理工作存在的困難和問題,包括人力資源管理制度不健全,各項投入較少、管理人才匱乏、職能部門與監(jiān)督機(jī)構(gòu)不完善,管理理念落后以及激勵與約束機(jī)制的建設(shè)滯后等,最后分析了我國中小企業(yè)文化建設(shè)與人力資源管理不匹配,導(dǎo)致了二者不能形成“1+12”的作用,最終使得我國中小企業(yè)管理工作出現(xiàn)紕漏。第四章,中小企業(yè)人力資源的原因分析。第四章重點分析了我國中小企業(yè)人力資源管理困局出現(xiàn)的成因,重點包括外部因素、內(nèi)部因素及其他綜合原因。第五章,中小企業(yè)人力資源管理的推進(jìn)策略與思路。這一章是針對全文提出的解決思路和辦法,包括革新人力資源管理理念,加大各項投入；完善人力資源管理制度,形成完整管理體系；建立健全人力資源的激勵約束機(jī)制；加強(qiáng)企業(yè)文化建設(shè),開展員工培訓(xùn)和健全人力資源管理機(jī)構(gòu),提升管理者素質(zhì)。此外,本文還間續(xù)的論述了相關(guān)的其他策略及方案。第六章,總結(jié)和展望。首先對全文進(jìn)行了簡要的歸述及梳理,論述了核心要點,最終根據(jù)2015年我國中小企業(yè)發(fā)展態(tài)勢,提出了對未來我國中小企業(yè)人力資源管理的展望與研判。在本文的研究中,重點結(jié)合了杭州市W公司的案例,并穿插其他中小企業(yè)的案例,對相關(guān)論點進(jìn)行輔助式說明,以期達(dá)到更好的佐證本文觀點之目的。
[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.

【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F276.3

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本文編號：1710971