中小企业人力资源规划现状与对策

哈尔滨商业大学德强商务学院毕业论文（设计）毕业论文题目指导教师学生姓名二O年月日哈尔滨商业大学德强商务学院毕业论文（设计）I中小企业人力资源规划现状与对策摘要进入21世纪，我国中小企业面临的社会环境发生了巨大变化:科技迅速发展、经济全球化和世界知识经济的新冲击，尤其是我国加入WT0后，使我国中小企业面临更加激烈的国际国内竞争。现代企业的竞争归根到底是人才的竞争，因此，我国中小企业能否采取有效的战略性人力资源管理来提高企业竞争能力，是它们面对知识经济大潮的冲击和激烈的国际竞争，获得竟争优势的关键。目前，我国中小队伍庞大，整体素质低下，与企业发展的需要还存在相当大的差距。中国进入WTO融入国际市场后，我国中小企业尤其是国有大型中小企业暴露出知识面狭窄、整体素质不高、缺乏符合型人才的弊端。而国外中小企业在许多领域具有明显的技术优势，其人才使用机制合理，薪酬待遇高，将吸引大批国内企业优秀人才加入，使本就人才匾乏的国内中小企业面临人才流失的严峻考验，本文从我国中小企业人力资源管理所面临的困境和挑战以及中小企业人力资源现状出发，以中小企业为例，通过文献阅读、理论探讨和实证分析，构建了本文的研究框架，在此理论框架基础上，对中小企业的人力资源现状进行了分析，找到其存在的问题，并结合人力资源规划理论为中小企业设计了改进思路。本文认为，基于战略的人力资源规划实质上是企业的战略目标在资源保障与配置特别是人力资源供需(包括数量与质量)方面的分解，是为了确保企业目标的实现而制定的一种辅助性规划。由于企业人力资源规划不断随环境的变化而变化，使得企业的战略目标更加完善，使得企业对于环境的适应能力更强，企业因而更富有竞争力。关键词：中小企业；人力资源；人力资源规划；存在问题；对策；哈尔滨商业大学德强商务学院毕业论文（设计）IIAbstractIntothe21stcentury,thesocialenvironmentfacedbySMEsinChinahasundergonetremendouschanges:rapidtechnologicaldevelopment,economicglobalizationandtheimpactoftheworld'snewknowledge-basedeconomy,especiallyafterChina'saccessiontoWT0,small-sizedenterprisesfacemoreintenseinternationalanddomesticcompetition.Modernenterprisecompetitionfortalentcompetitioninthefinalanalysis,therefore,ourSMEscantakeeffectivestrategichumanresourcemanagementtoimproveenterprisecompetitiveness,theyfacetheimpactofthetideofknowledgeeconomyandfierceinternationalcompetition,accesstoJingZhengAdvantage.Atpresent,thesmallgroupislarge,theoveralllowquality,andbusinessdevelopmentneedsarestillconsiderablegaps.ChinaenteredtheWTOintotheinternationalmarket,China'slargestate-ownedSMEs,SMEsinparticular,exposedthenarrowrangeofknowledge,overallqualityisnothigh,thelackofconsistenttalentofthestate.AndforeignSMEsinmanyareas,obviouslythetechnicalsuperiority,thepeoplewhousereasonablemechanism,highsalarieswillattractalargenumberofGuoneiqiyetalentsjoin,givingtheplaqueonthelackofdomestictalentbraindrainZhongxiaoqiyeMianlinseveretestofthishumanresourcesmanagementfromtheChineseSMEsfacingdifficultiesandchallengesthestatusquoofhumanresourcesofSMEstoSMEs,forexample,readthroughtheliterature,theoreticaldiscussionandempiricalanalysis,constructedtheframeworkofthisstudy,basedonthistheoreticalframework,SMEanalyzesthestatusofhumanresourcestofindtheproblem,combinedwiththetheoryofhumanresourceplanningisdesignedtoimproveSMEsthought.Thispaperarguesthatstrategichumanresourceplanningbasedonessentiallythestrategicgoalofenterprisesecurityandallocationofresources,especiallyhumanresourcessupplyanddemand(includingthequantityandquality)ofthedecompositionistoensurethatbusinessgoalsanddevelopacomplementaryplanning.Humanresourceplanningastheenvironmentchangescontinuouslywithchangesinthestrategicgoalofmakingenterprisesmoreperfect,makingbusinessmorecapableofadaptingtotheenvironment,companiesaremorecompetitive.Keywords:SME;humanresources;humanresourcesplanning;problems;countermeasures;哈尔滨商业大学德强商务学院毕业论文（设计）I目录摘要..................................................................................................................................................................IABSTRACT..........................................................................................................................................................II1绪论...........................................................................................................................................................11.1研究目的和意义.........................................................................................................................................11.2国内外研究现状.........................................................................................................................................11.2.1国外研究现状.......................................................................................................................................11.2.2国内研究现状.......................................................................................................................................21.3研究内容和方法.........................................................................................................................................32相关理论概述...................................................................................................................................................42.1人力资源规划管理的起源...........................................................................................................................42.2人力资源规划含义.....................................................................................................................................42.3人力资源规划内容.....................................................................................................................................42.3.1狭义的人力资源规划............................................................................................................................42.3.2广义的人力资源规划............................................................................................................................42.4企业人力资源规划的作用............................................................................