摘要
随着我国国民经济的飞速发展，中小型企业获得了庞大的消费市场，加快了中小型企业发展的步伐。但在中小型企业发展过程中，人力资源管理一直是企业需要面对的突出问题和现实矛盾。缺乏企业文化、人员流动性较大、管理不规范等问题成为困扰中小型企业转型发展的关键因素，如何有效解决这种困局，使中小型企业建立科学有效的管人、用人机制，设计符合该企业的人力资源规划等成为现今中小企业亟需解决的根本问题。本文从中小型企业的界定出发，联系人力资源管理的相关概念，对我国中小型企业人力资源管理的现状做出分析，并结合现今的发展环境针对性提出相关解决方案，使中小型企业做好内部管理提示企业竞争力。
关键词：中小型企业；人力资源管理；内部管理
Abstract
With the rapid development of China’s national economy, small and medium enterprises to obtain the huge consumer market, accelerate the development of small and medium enterprises pace. But in the small and medium-sized enterprise development process, human resources management has always been a serious problem in enterprises need to face and realistic contradiction. The problem of the lack of enterprise culture, personnel fluidity is great, management is not standardized, become a key factor in development transition problems of small and medium enterprises, how to effectively solve this predicament, so that small and medium-sized enterprises to establish scientific and effective management, employment mechanism, designed to meet the enterprise human resources planning become the fundamental problems need to solve today’s small and medium enterprises the. This paper begins with the definition of small and medium enterprises, relevant concepts of human resource management, make the analysis on the present situation of human resources management of small and medium-sized enterprises in China, and combined with the development environment of nowadays puts forward related solutions, so that small and medium-sized enterprises to do the internal management and the competitiveness of enterprises.
Keywords: small and medium enterprises; human resource management; internal management
目录
摘要……………………………………………………………………………………………………………….. 1
Abstract………………………………………………………………………………………………………….. 2
一、中小民营企业及人力资源管理概述………………………………………………………….. 1
（一）中小民营企业的概念…………………………………………………………………….. 1
（二）中小民营企业在我国经济发展中的地位………………………………………… 2
（三）人力资源管理的概念…………………………………………………………………….. 2
二、中小企业人力资源方面存在的问题………………………………………………………….. 2
（一）、缺乏有效的激励机制……………………………………………………………. 2
（二）、缺乏战略性企业文化引导…………………………………………………….. 2
（三）、人才流失严重………………………………………………………………………. 3
（四）、没有长期的人力资源规划…………………………………………………….. 3
（五）、薪酬规定不规范…………………………………………………………………… 3
（六）人力培训方面存在的问题……………………………………………………………… 4
三、提升中小企业人力资源管理的对策………………………………………………………….. 4
（一）加强企业文化建设………………………………………………………………………… 4
（二）健全激励机制……………………………………………………………………………….. 5
（三）健全内外部培训机制…………………………………………………………………….. 5
（四）注重专业知识培训互动化……………………………………………………………… 5
（五）改善工作环境……………………………………………………………………………….. 5
参考文献………………………………………………………………………………………………………… 6
