中国企业人力资源管理模式优化探究

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中国企业人力资源管理模式优化探究

 摘要

如今的时代是以人才为主导，以科技与信息为支撑，并在全球范围内实现资源与信

息共享的时代。如今的时代是知识经济时代，是以人才为主要竞争力的时代，拥有

人才，把握人才，以人才为发展的推动力是实现可持续发展的必由之路。如何培养

人才，使用人才，维护人才是摆在现代人力资源管理中的关键问题。与传统人力资

源管理比较而言，现代人力资源管理顺应了时代发展的的大趋势，运用科学的管理

方法，结合人力、物力，组织、协调、培训、维护人力资源。人力资源管理的目的

是充分发挥人的潜能，提高工作效率，最大限度的完成组织目标。随着全球化进程

的发展，人力资源管理发展的速度明显滞后，人才以不再局限于小范围中，为了实

现自身发展，寻求更广阔的平台，频繁的流动已势不可挡。基于以上情况，人力资

源管理就要与时俱进，不断创新。

本文共分为四个章节：第一章主要说明研究背景、意义，国内外研究综述，写作思

路与结构安排。第二章是对我国企业人力资源管理做的全方位的概述，给出人力资

源与人力资源管理的定义，多角度地阐述了人力资源管理的目标与功能，并系统地

介绍了人力资源管理的基本工作程序。第三章主要分析了人力资源管理现状及发展

趋势，从现代人力资源管理特点、存在问题，发展趋势三个角度来阐述。我国人力

“ ”资源管理表现出四方面的特点，现代人力资源管理的核心是人 ,企业对人才的需求

呈现出灵活多变的特点，人才流动性明显加强，知识型员工多元化的需求对企业来

说是巨大的挑战。随之而来的问题不容忽视，很多企业人力资源管理模式相对陈

旧，对人力资源管理的投入不足，人力资源管理部门职能简化，约束与激励机制不

健全，管理方法不科学等，这些问题制约了企业的发展。就目前世界发展趋势看，

我国人力资源管理将会顺应时代潮流，体现出如下趋势：人力资源规划更加系统性

与全面性，员工关系发生重大变化，虚拟化的人力资源管理成主流。第四章是本文

研究的一个重点章节，也是对前几章所提出的人力资源管理创新问题研究，从我国

“ ”人力资源管理理论与实践两个方面阐述创新问题。以人为本是人力资源管理创新

“ ” “ ”的基础，战略性模式是人力资源管理创新的保障，科学化管理是人力资源管理创

新实现的必要因素。基于此，人力资源管理理论创新需做到：现代管理科学理论的

创新，企业组织理论的创新，人本主义回归，多学科相结合的人力资源管理理论，

战略人力资源管理等；人力资源管理实践创新需做到：人员培训创新，绩效管理创

新，激励方法创新，人力资源保养与维护创新，管理方法创新等。

人力资源管理关乎企业的可持续发展，关乎社会的发展，本研究希望通过研究企业

人力资源管理问题及创新策略，帮助企业改变管理态度、改进管理方法、改善管理

环境、完善人力资源管理制度，充分发挥人才优势，实现企业的可持续发展；帮助

人才充分认识自己，完善自己，规划职业生涯，实现自我价值，力争自我目标与企

业目标最大限度的融合与实现。

关键词：企业；人力资源；管理创新

Abstract

Today's era is dominated by talents, supported by science, technology andinformation,

having realized resource and information shared on a global scale. Thecurrent times is on

the basis of the knowledge economic one with talent as the maincompetitiveness. It is the

only way to achieve sustainable development through takingin, keeping and maintaining

talents, driving the talent development. How to cultivatetalents, use talents, maintain talents

is the critical problem confronting the modernhuman resource management. Compared

with the traditional human resourcemanagement, Modern human resource management

conforming to the trend ofdevelopment of the times adopts scientific management methods,

combining themanpower and material resources, organization, coordination, training,

maintenanceof human resources together. The purpose of human resource management is

to fullyachieve the human potential, improve the efficiency of work, complete

organizationalgoals at full capacity. With the development of the globalization process,

theevolution of human resource management obviously falls behind. Talents are

notconfined to a small scale, they begin to seek a broader platform in order to achievetheir

own development. So, talent flowing has become an inevitable trend in modernsociety.

Based on the situation above, Human resource management must advancewith the times,

and keep constant innovation.

This article is divided into four chapters: the first chapter mainly explains thebackground

and significance of the research, the research summary at home andabroad, writing

thoughts and structure arrangement. The second chapter is acomprehensive overview of

human resource management in China. It introduces thedefinition of human resource and

human resource management, elaborates the goaland the function of human resource

management from multiple perspectives, andsystematically presents the basic procedure of

human resource management. Thethird chapter chiefly analyzes the present situation and

the future development trendof human resource management, discusses from three

aspects--the managementcharacteristics of modern human resources, existing problems and

evolution tendency.

Human resource management in our country shows the characteristics of four aspects,the

core of modern human resource management is “people”; the enterprisedemanding of talent

indicates the characteristics of talent flexible liquidity, the flowof the talent is getting

stronger and stronger, the diversified demand ofknowledged-based employees for

enterprise is a huge challenge. Consequently,wecan't ignore such questions as old-

fashioned management mode; insufficientinvestment in human resource management;

simplified-functions for human resourcemanagement; incomplete restraint and incentive

mechanism, unscientificmanagement method and so on, these issues limit the development

of the enterprise.

Our country will follow the trend of the times on the basis of the current situation ofthe

world development, human resource management reflects the following tide:

human resource charting would be more systemic and comprehensive; employeerelations

would be greatly changed; Virtualization of human resource managementwould be the

mainstream. The fourth chapter is an essential section in the research ofthis article, and it is

also about the innovation question research of human resourcemanagement mentioned in

the above chapters, illustrates innovation problems fromboth of theory and practice of

human resource management. “People-oriented” is theinnovation foundation of human

resource management, “strategic model” is theinnovation guarantee of human resource

management, “scientific management” is thenecessary factor to achieve innovation of

human resource management. Based on this,the innovation theory of human resource

management needs to do as follows : thetheory innovation of modern management science,

the organization theory innovationof the enterprise, humanism regression, the theory of

human resource management ofmultidisciplinary combination , strategic human resource

management, etc.; thepractice innovation of human resource management should take the

ways as:personnel training innovation, performance management innovation,

incentivemethod innovation, care and maintenance innovation of human

resource,management method innovation, etc.

Human resource management affects the sustainable development of theenterprise, even

the development of society. The purpose of my research is to helpenterprise to change

management attitude, improve management methods and themanagement conditions,

perfect the system of human resource management, fullymake use of talent advantage,

fulfil the sustainable development of the enterprise, tohelp people to fully understand

oneself, perfect oneself, plan career, realize self-worth,strive for the maximum integration

and implementation of self-target and enterprisegoal through the study of human resource

management problems of the enterprise andinnovation strategy.

Key words:enterprise,human resource, management innovation

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摘要：

中国企业人力资源管理模式优化探究摘要如今的时代是以人才为主导，以科技与信息为支撑，并在全球范围内实现资源与信息共享的时代。如今的时代是知识经济时代，是以人才为主要竞争力的时代，拥有人才，把握人才，以人才为发展的推动力是实现可持续发展的必由之路。如何培养人才，使用人才，维护人才是摆在现代人力资源管理中的关键问题。与传统人力资源管理比较而言，现代人力资源管理顺应了时代发展的的大趋势，运用科学的管理方法，结合人力、物力，组织、协调、培训、维护人力资源。人力资源管理的目的是充分发挥人的潜能，提高工作效率，最大限度的完成组织目标。随着全球化进程的发展，人力资源管理发展的速度明显滞后，人才以不再局限于小...

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