發(fā)布時(shí)間：2018-04-28 20:16

  本文選題：家族企業(yè) + 人力資源管理　； 參考：《四川師范大學(xué)》2017年碩士論文

【摘要】：改革開放以來(lái),家族企業(yè)迅速發(fā)展壯大,已成為我國(guó)私營(yíng)經(jīng)濟(jì)的主力軍。但家族企業(yè)的經(jīng)營(yíng)管理水平卻未能同步提升,導(dǎo)致家族企業(yè)競(jìng)爭(zhēng)力逐漸減弱。21世紀(jì)創(chuàng)新是企業(yè)發(fā)展的核心動(dòng)力,人作為創(chuàng)新的源泉也成為企業(yè)的核心資源,企業(yè)要想獲得持續(xù)發(fā)展,就必須提高人力資源管理水平,進(jìn)而提升企業(yè)整體經(jīng)營(yíng)管理水平。A企業(yè)是一家典型中小型家族企業(yè),具備家族企業(yè)的明顯特征,其人力資源管理方面存在的問題也和企業(yè)的家族性質(zhì)密切相關(guān)。這些不足已經(jīng)嚴(yán)重影響A企業(yè)的發(fā)展。為獲得持續(xù)發(fā)展,A企業(yè)人力資源管理中存在的問題亟待解決。本文以A企業(yè)為背景,針對(duì)如何解決家族企業(yè)人力資源管理存在的問題而開展研究。論文第一章介紹了論文的研究背景、意義、內(nèi)容、方法及可能的創(chuàng)新點(diǎn)與不足。創(chuàng)新點(diǎn)主要包括研究觀點(diǎn)創(chuàng)新和實(shí)踐創(chuàng)新;不足主要是由于分析問題的角度影響,視野可能受到一定限制,另外,受所掌握資料和寫作時(shí)間限制,論文缺乏對(duì)詳實(shí)案例解決對(duì)策的研究。第二章介紹了本文所用相關(guān)概念和理論綜述。第三章介紹了A企業(yè)發(fā)展概況、人力資源概況及人力資源管理現(xiàn)狀。第四章分析了A企業(yè)招聘管理中基礎(chǔ)工作薄弱、后期管理缺失、重要崗位“任人唯親”等問題;培訓(xùn)管理中人力資源開發(fā)具有片面性、缺乏科學(xué)系統(tǒng)的培訓(xùn)體系的問題;激勵(lì)管理中制度不科學(xué)、薪酬福利不完善問題;績(jī)效管理中目標(biāo)不明確、體系不完善、過程缺乏有效控制等問題,最后分析了造成其人力資源管理問題的原因。第五章對(duì)招聘管理問題提出強(qiáng)化招聘基礎(chǔ)工作、加強(qiáng)后期工作管理、樹立正確人才觀的對(duì)策;對(duì)培訓(xùn)管理問題提出樹立“內(nèi)外并重”培訓(xùn)觀念、建立科學(xué)嚴(yán)謹(jǐn)人才培訓(xùn)體系的對(duì)策;對(duì)激勵(lì)管理問題提出構(gòu)建科學(xué)、合理、公正激勵(lì)體系和建立完善薪酬福利激勵(lì)制度的對(duì)策;對(duì)績(jī)效管理問題提出明確績(jī)效管理目標(biāo)、建立完善績(jī)效管理體系、加強(qiáng)過程控制的對(duì)策。第六章對(duì)論文做出了總結(jié),對(duì)未來(lái)研究方向做出了展望。
[Abstract]:Since the reform and opening up, the family business has developed rapidly and has become the main force of our private economy. However, the management level of family enterprises has not been promoted simultaneously, which leads to the gradual weakening of the competitiveness of family enterprises. Innovation is the core motive force for the development of enterprises in the 21st century, and people, as the source of innovation, have also become the core resources of enterprises. If an enterprise wants to achieve sustainable development, it must improve the level of human resource management, and then enhance the overall management level of the enterprise. A enterprise is a typical small and medium-sized family enterprise, with the obvious characteristics of the family business. Its human resources management problems are also closely related to the family nature of the enterprise. These deficiencies have seriously affected the development of enterprise A. In order to obtain the sustainable development, the problems existing in the human resource management of enterprises should be solved urgently. In this paper, A enterprise as a background, how to solve the family business human resource management problems and carry out research. The first chapter introduces the research background, significance, content, methods and possible innovations and shortcomings. Innovative points mainly include research ideas innovation and practical innovation; the shortcomings are mainly due to the angle of analysis of the problem, the visual field may be limited to some extent, in addition, due to the available materials and writing time constraints, The thesis lacks the research of the detailed case solving countermeasure. The second chapter introduces the related concepts and theories used in this paper. The third chapter introduces the development of enterprise A, human resources and human resource management. The fourth chapter analyzes the problems such as weak basic work in recruitment management of A enterprise, lack of management in the later period, "appointment of people as relatives" in important posts, one-sidedness of human resources development in training management, lack of scientific and systematic training system, and so on. The incentive management system is not scientific, the salary and welfare is not perfect, the performance management is not clear, the system is not perfect, the process is lack of effective control and so on. Finally, the causes of the human resources management problems are analyzed. The fifth chapter puts forward the countermeasures of strengthening the basic work of recruitment, strengthening the management of work in the later period, setting up the correct view of talent, and setting up the concept of "paying equal attention to both inside and outside" to the problem of training management. The countermeasures of establishing scientific and rigorous personnel training system, putting forward the countermeasures of constructing scientific, reasonable and fair incentive system and establishing and perfecting the incentive system of salary and welfare to the problem of incentive management, and putting forward clear performance management objectives to the problem of performance management. Establish and perfect the performance management system and strengthen the countermeasures of process control. The sixth chapter summarizes the thesis and prospects the future research direction.
【學(xué)位授予單位】：四川師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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