摘要
人力资源是企业最重要的竞争资源,目前我国中小企业在人力资源管理方面仍处于传统人事管理阶段,人力资源管理机构定位低,对培训投入严重不足,且缺乏有效的激励机制。导致的原因有中小企业对人力资源管理重视程度不够,加上受传统中国人情关系的影响,人力资源管理的目标不清,各种管理手段效果不佳。要解决这一问题,不仅要提高认识,而且要不断完善人力资源管理体系,在员工激励、人员配置和企业文化建设方面下功夫。
HR is the most competitive resources of enterprises. At present the HR administration of the middle - sized and the small - sized enterprises still belongs to the traditional personal administration stage. The fixed position of the HR administration organ is low, and the investment in training is far from being enough; there is a lack of effective encouragement. The reasons are like this： the middle - sized enterprises and small - sized enterprises don＇t take the HR administration seriously; this is also affected by the traditional human relation in china; the objective of HR administration is not clear; the ways of many administrations don＇t have much effect. To solve the problem, we must not only improve the knowledge, but also improve the HR administration system continuously. We must make more efforts in encouraging the staff, disposing the staff and the cultural construction of enterprises.
出处
《莱阳农学院学报（社会科学版）》
2005年第3期48-52,共5页
Journal of Laiyang Agricultural College(Social Science Edition)
关键词
中小企业
人力资源
现状
对策
Middle- sized and the small- sized enterprises
HR
Present situation
Countermeasure
