本文關(guān)鍵詞： 企業(yè) 績(jī)效 4P　出處：《吉林大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：伴隨著經(jīng)濟(jì)全球化的深化,企業(yè)之間的角逐也更加激烈。不僅有來自國(guó)內(nèi)企業(yè)的競(jìng)爭(zhēng),同時(shí)還面臨著國(guó)際企業(yè)的競(jìng)爭(zhēng)。這場(chǎng)競(jìng)爭(zhēng)最深處其實(shí)是人力資源的比拼。人力資源是企業(yè)發(fā)展的關(guān)鍵籌碼。因此在當(dāng)下,怎樣吸引優(yōu)秀的人才,怎樣留住人才,怎樣讓人才在企業(yè)中發(fā)揮其最大價(jià)值是當(dāng)前企業(yè)發(fā)展面臨的重要問題,也是企業(yè)能否成功的關(guān)鍵。尼泊爾是一個(gè)發(fā)展中國(guó)家,超過五分之四的人口長(zhǎng)期生活在農(nóng)村地區(qū),近四分之一的人口長(zhǎng)期生活在世界貧困線以下,可以說是極度落后的發(fā)展中國(guó)家。在此背景下,尼泊爾企業(yè)的發(fā)展面臨著諸多問題。一方面是國(guó)家基礎(chǔ)的薄弱,另一方面企業(yè)本身的弱小及人力資源管理的落后。在此境況下如何利用有限的資源提升企業(yè)人力資源管理水平成為尼泊爾企業(yè)必須面對(duì)的重要議題。本文在現(xiàn)代企業(yè)人力資源管理的相關(guān)理論的基礎(chǔ)上,研究了4P模型、對(duì)人力資源發(fā)展戰(zhàn)略理論相關(guān)知識(shí)進(jìn)行了梳理,探討了個(gè)性化人力資源管理理論等,分析了現(xiàn)階段尼泊爾企業(yè)人力資源管理的現(xiàn)狀及其存在的問題,在總結(jié)中國(guó)和其他國(guó)家先進(jìn)的人力資源管理經(jīng)驗(yàn)的基礎(chǔ)上,從政府和企業(yè)兩個(gè)層面為尼泊爾企業(yè)人力資源的發(fā)展提出了現(xiàn)階段及未來發(fā)展的相關(guān)對(duì)策,作為提升尼泊爾企業(yè)人力資源發(fā)展水平的一定參考。
[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.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F279.355

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